The best diversity policy is not popular amongst Dutch employees
Companies and organisations need to become more diverse, but how? Diversity policies are being introduced at random, but the measures that really work are the ones least supported by employees, according to UvA sociologist Katharina Stückradt. So there is still plenty of room for improvement.
There is a significant difference in the measures taken to improve diversity within an organisation. It can be something as small as amending a job advertisement or expressing a desire for a more diverse pool of employees. But these “diversity statements” have little effect, argues UvA labour sociologist Katharina Stückradt, who has conducted research into inclusion in the recruitment and selection processes of Dutch companies and organisations. She will be defending her PhD on October 1st. What is actually needed, according to Stückradt, are more stringent measures, such as the introduction of quotas. However, there is less support for these more proactive policy choices.
Tough measures unpopular
Among other things, Stückradt carried out a survey of 1,400 employees (from various organisations within the public, private and non-profit sectors) and presented them with a number of policy options. She assessed what the employees themselves actually thought of them. The relatively “soft” measures, which have little practical impact, received considerably more support than the drastic “hard” measures, such as introducing a quota for women or ethnic minorities.
Lack of awareness and involvement
It also appears that there is little awareness or involvement regarding diversity policy at the grassroots level. She concluded this through another study, for which she surveyed 3,000 employees. An overwhelming number of respondents believed they worked in organisations free from discrimination, whilst Stückradt’s research showed that this was doubtful to be the case. “It is highly unlikely that most respondents work in organisations that are completely free of discrimination.”
Having a say in policy is important, says Stückradt. “Diversity policy is more effective if managers responsible for recruitment have a positive attitude towards it.” She therefore advises the following: “Involve the people who implement the policy, such as recruitment managers, in its development. And embed rules within broader existing regulations and communicate them clearly.”
