APG has introduced a new policy for Diversity, Equity & Inclusion (DEI). In addition to focusing on diversity and inclusion, the policy now also emphasizes equity. Moreover, the DEI board has set concrete goals around the themes of gender diversity, employees with a distance from the labor market, and inclusive leadership. A conversation with D&I Officer Maikel Dullens about the new DEI policy and the new DEI board.
“APG strives for equal treatment and equal opportunities for every employee”, Maikel immediately emphasizes at the beginning of the conversation. According to him, this is the core of the DEI policy. "In the new policy, we explicitly highlight equity; D&I is now DEI." While this may seem like a nuance, it is certainly not insignificant, Maikel points out. "Diversity and inclusion can only truly flourish when there is equitable treatment of individuals. Equity goes beyond equality, as it takes into account the unique circumstances of a colleague, for example."
Can you give an example of this?
“Think of children with dyslexia who receive special books or extra time for exams at school. Another simplified example: while all colleagues may have access to a computer, an APG employee with a visual impairment may not be able to use it directly. By installing specific software, it becomes accessible. With equitable treatment, you acknowledge that there isn’t always an equal starting point, and you explicitly account for individual, specific circumstances.”
Why is there a need to sharpen our approach?
"We’ve made significant progress, but there’s still work to be done. Take, for instance, cultural diversity. We want to change that, and we can do so by addressing it and developing policies with clear goals. In the new policy, we have also established five key pillars to focus on (see box). But change can also come through communities where colleagues are united, like the new employee network Neuro-Unique. This is the community for neurodiversity, such as giftedness or autism. Neurodivergent colleagues have brains that work a little differently from neurotypical people. They are often very creative but can also be easily overstimulated, making working in an open office environment very exhausting. This network provides a safe space for people with neurodiversity, where they can exchange knowledge and experiences."
You mentioned that clear objectives help in achieving more equality. Can you provide an example of this?
"The previous DEI policy was more general. For example, the narrative stated that you should feel at home at APG. That’s not concrete, while there is a need for clarity within the business. This will change in the new policy. Additionally, the DEI board has linked goals to three key themes: gender diversity, employees with a distance to the labor market, and inclusive leadership. The latter is important to elaborate on. Inclusive leadership plays a crucial role in achieving our DEI goals. It means, among other things, taking responsibility for your actions, being open to everyone's perspectives, and not excluding anyone. Every individual can be an inclusive leader on a personal level; this is not reserved only for employees in leadership positions."