Keeping your ear to the ground with your employees. At PageGroup, this led to better awareness of bias within the company’s operations and among colleagues. Advancement of diverse talent to the top and an inclusive work environment are important to the company. A conversation with Ilze Lamers, HR director of PageGroup Netherlands.

“The closer to the top, the greater the gender imbalance. About this we interviewed our female (former) colleagues and thoroughly analyzed our workforce.”

Six years ago, PageGroup launched a diversity policy. Employees were asked what they thought about their position within the company, focusing primarily on female colleagues who worked at the management level. “What will it mean for my promotion if I am on maternity leave for four months? Men don’t ask such a question,” Lamers says. Analysis of the results led to policy adjustments, such as instituting a “soft landing” for women after their maternity leave. The policy revisions did not stop there. “After all, what does it do to your career if you are a family caregiver in addition to being an employee?” continued Lamers. PageGroup examined criteria for bonuses and promotions and found that part-time work does not affect productivity. “The facts spoke for themselves, and that contributed to great employee support for strategic changes. And when you give people opportunities to work part time it is also beneficial to the composition of the workforce.” More and more advocated for diversity and inclusion. “And that plea is now coming from the top as well as the other business units”, Lamers said. So, in addition to gender diversity, the company now focuses on employment equity, age diversity and LGBT+ individuals. It should lead to a very diverse workforce.

“What is our mission statement? What is our corporate culture and do we stand behind it? What is teamwork like, how do colleagues relate to each other? What do you want to radiate as a company, internally but also externally? Inclusive employment has everything to do with that.”

PageGroup Netherlands now focuses more on an inclusive work environment under the motto “Inclusion starts with me. During the annual staff survey “Have your say,” issues around diversity and inclusion are also addressed. Working groups will work with the survey results and report, including to top management. Also, PageGroup conducted research on diversity management in business and wants to share its own experiences with other companies. Lamers himself is seeking contact with other HR directors for this purpose, an initiative that Amsterdam – Divers & Inclusive wholeheartedly supports. It is a stepping stone to the promise of contributing together to an inclusive business environment.

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