From Goals to Reality – Towards Inclusive Organisations, Rotterdam Style

Many organisations are working hard to make their workforce more diverse. In a city like Rotterdam, with more than 170 nationalities, it is both valuable and important that your staff reflects society. However, recruiting and selecting colleagues from diverse backgrounds does not automatically make your organisation truly inclusive. How do you ensure that everyone feels welcome, wants to keep working in your organisation, and can develop their talents?

“Erasmus University Rotterdam is committed to inclusion, diversity, equity and access,” says Joris van den Ring-Bax, Communications Advisor at the IDEA (Inclusion, Diversity, Equity, Access) Center of the university. And with considerable success. “During a brand partner session at De Kuip, I had the opportunity to share our expertise with the partners of the brand alliance – Rotterdam-based organisations that, despite their differences, were highly interested in our approach and learnings. It was great to see how we could share knowledge within this network; it also gave me new encounters and connections.”

Erasmus University Rotterdam (EUR) has even published a book on this topic: From DEI Goals to Reality – A Hands-On Guide to an Inclusive Organisation. The book offers not only theory but, above all, practical insights and strategies to transform organisations into environments that are not only diverse but also equitable, accessible, inclusive – and ultimately more enjoyable for everyone. Topics include inclusive HR policy, organisational culture and communication, and inclusive leadership.

A Road with Challenges

Global movements such as #MeToo and #BlackLivesMatter have increased attention on inclusion. The book takes readers on a journey with examples of inclusion, diversity, equity and accessibility. From the worldwide resonance of George Floyd’s tragic death to the far-reaching consequences of the COVID-19 pandemic, the publication describes the sometimes stark reality that underscores the urgent need for inclusion.

The road to inclusivity is not without challenges. While the world tends towards progress, there is also a rise in polarisation and counter-movements. Joris van den Ring-Bax: “It is important to be aware of these obstacles. EUR believes these challenges only reinforce the need to address issues of inclusion, diversity, equity and access.”

Concrete Examples and Follow-up Actions

The book provides many concrete examples. One EUR example is an e-learning module on inclusive recruitment and selection – a tool designed to reduce the impact of unconscious bias at every stage of the process.

Another highlighted initiative is ‘25/25’. Joris explains its impact: “This initiative ensured that by 2025, 25% of professors at Erasmus University are women. In 2018, that figure was only 14%. Through mentoring, workshops, independent feedback from a committee on promotion opportunities, and financial support, that percentage has risen significantly.” While this measure may seem focused on supporting individuals in their careers, it also created opportunities for systemic change – for example, regarding written and unwritten promotion criteria and procedures. The university immediately began addressing these issues.

Towards an Inclusive Organisation

EUR’s integral approach provides concrete tools to make an organisation more inclusive. Staff members of the IDEA Center are regularly invited to share more about this, both nationally and internationally. One final tip from Joris? “Include every aspect of your organisation when working towards inclusivity: from HR policy and leadership to research, communication and organisational culture. Do not see inclusion and diversity as buzzwords, but as call to action and as a shared journey. Less talk, more action!’” Op naar een inclusieve organisatie