A strategy will look different across regions and countries and consideration is required in order to engage local managers in change. Evaluate which groups are non-dominant and what barriers are holding back their representation and advancement.
➖Royal Academy for Engineering's Tips for embedding diversity and inclusion across global organisations.
- Consider how the legislation differs in different locations and the impact of this.
- Agree both business and diversity and inclusion priorities at a local level.
- Plan to communicate diversity and inclusion across the organisation, including the overall strategy, local strategy and action plan, successes, progress, and areas of future focus.
- Ensure a plan is in place to support different locations.
- Consider how to celebrate the success of areas that might be at very different stages of their D&I journey.
- Create an overall vision for the whole organisation.
- Ask different regions/locations to take responsibility for determining and implementing action plans at a local level, to ensure that priorities and initiatives are tailored to the needs of individual areas.
- Identify a senior leader in each region/location who is responsible for championing D&I actions and reporting back to others.
- Hold regular meetings for the D&I leaders of each region/location to share experiences, challenges, progress, advice and tips. The requirement to report back on actions also increases the likelihood that people will take action.
Collecting data in EU
➖This blog sets out clear, practical guidelines for employers on how to collect DEI data from their EU workforces. In light of the European Commission’s Anti-Racism Action Plan and the upcoming mandatory ESG disclosure requirements under the EU Corporate Sustainability Reporting Directive (CSRD), the blog recommends that companies begin to collect DEI data in Europe now.
The path forward revolves around building trust with the workforce (and with relevant work councils and trade unions) about the collection and use of DEI data. If trust is not already a given, the recommendation is to start small (in less sensitive jurisdictions), engage with work councils or the workforce at large, and in light of the upcoming CRSD, start now'.
'From 2024 onwards, large companies in the EU will be subject to mandatory disclosure requirements for compliance with environmental, social, and governance (ESG) standards under the upcoming EU Corporate Sustainability Reporting Directive (CSRD). The CSRD requires companies to report on actual or potential adverse impacts on their workforce with regard to equal treatment and opportunities, which are difficult to measure without collecting and monitoring DEI data', Why Monitoring Cultural Diversity in Your European Workforce Is Not at Odds with the GDPR, Future of Privacy Forum
➖Included at the end of this blog are country reports with a summary of the legal basis available for processing DEI data under the laws of France, Germany, Italy, Spain and The Netherlands.
- Article: Advancing DEI in Europe, Docket
- Article: Why Monitoring Cultural Diversity in Your European Workforce Is Not at Odds with the GDPR, Future of Privacy Forum
- Podcast: Why Monitoring Cultural Diversity in Your European Workforce Is Not at Odds with the GDPR, Eurosif
- Blog: A Critical Look at Global Approaches to D&I, Community Business
- Case Study: What Does Diversity Mean in a Global Organization? , HBR
- Article: How to Take a Global Approach to Diversity, Equity and Inclusion, Thinkers50