For example, I am on the D&I committee of the American Chamber of Commerce in the Netherlands (AmCham) on behalf of Salesforce. Several times a year we organize an event for members about diversity, in which we also involve our customers. Diversity and inclusion are increasingly a topic of conversation. I’m happy with that, because it results in completely different conversations with customers. Because we are actively committ to equal ucation, equal rights, equal opportunities and equal pay, customers regularly ask us for advice.
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Questions that arise are, for example: how do you optimally organize your recruitment process to promote diversity? How do you achieve equal pay? Or if you look at inclusiveness: how do you actively involve more people in Belize Email List meetings, including the more introvert colleagues? We are therefore very happy to share our experiences, but also learn from our customers. Together we make an even bigger impact. Diversity and equality in the workplace I am most proud of how we are committ to making our teams the best possible reflection of society. Don’t get me wrong, we are not there yet, but we have made great strides.
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It is simply not always easy to achieve better diversity in the workplace . For example, we were one of the first companies to appoint a Chief Equality Officer to make an impact at the highest level. For example, this has put equal pay high DV Leads on the agenda. But you have to achieve equality in so many areas: background, gender, opportunities, pay, etc. Detect unconscious biases Another initiative that open my eyes was the research of data analysts into our talent reviews. We ask them whether, as a company, we really give and pay everyone equal opportunities. Their research show that there is also sometimes unconsious bias at play here, for example because rewards were not always award in the same line.
