Diversity and inclusion are essential pillars for building a thriving and innovative workplace. Embracing a diverse workforce fosters creativity, enhances problem-solving, and drives better decision-making. At the Dutch Business Community in Brazil, we are committed to celebrating these principles, which is why Diversity & Inclusion is one of the categories in the Dutcham Inspire Awards. showcasing the exceptional efforts of companies that are leading the way in creating inclusive cultures and promoting diversity within their teams.
We invite you to explore the incredible projects submitted in the D&I category for the Dutcham Inspire Awards 2024 below:
AkzoNobel - The Reverse Mentoring
The Reverse Mentoring on Diversity Equity & Inclusion is another initiative of our approach to Sustainability: putting people and society first. The program is in line with the way AkzoNobel looks at our people: acting with integrity and respect for human rights, embracing diversity, equity and inclusion and thus transforming our work environment and the communities in which we operate. With the objective of opening another space for dialogue and awareness on the theme of Diversity Equity & Inclusion, the Reverse Mentoring comes as an opportunity to share the experiences of people belonging to diversity groups, contributing to a more inclusive, welcoming and empathetic environment.
In this space of exchange, learning and development, the person with a more senior position is mentored, having as a mentor a person with a more junior position with specific knowledge about diversity and inclusion, creating a space for dialogue, learning and reflection on both sides. The Reverse Mentoring about DE&I is based on the idea that: telling stories (helping listeners to broaden their worldview and creating bridges that can bring people together) and listening to stories (expaning our understanding of the world) can connect us, create bridges, and help us understand more about each of us and the world around us.
Arcadis - The Career Development Program.
In 2023, we will proudly launch a training and mentoring program dedicated to empowering women from underrepresented groups. This program proved to be such a success that we later expanded to also include black and brown professionals, further expanding our impact. The objective of the program is to prepare these employees to occupy leadership roles in our business and provide more equitable career opportunities.
The Career Development Program aimed at women, launched by Arcadis in 2023, was a significant milestone that involved employees from all of the company's business units in Brazil. With a notable impact, 7 of the 25 participants were promoted upon completion of the program, reflecting the success and effectiveness of the initiative. This journey not only represented a decisive step forward for gender equity within Arcadis, but also highlighted our commitment to investing in the growth and development of our employees.
Deerns - Women in STEM.
The discussion about women's entry into STEM areas (science, technology, engineering and mathematics) has taken on increasing proportions. However, girls do not always have equal opportunities to complete and benefit from an education of their choice, particularly in STEM fields. Aware of this issue, Deerns has sought to develop actions and initiatives that promote the hiring and appreciation of women in its workforce, thus considering the diversity of its group, providing opportunities and conditions so that more and more women can have their space in this sector. . As a result of its actions, Deerns Brasil currently has 42% of its workforce made up of women, and in leadership positions (managers and directors) this percentage is 50%.
To achieve this, the company has developed a wide range of actions such as: searching for potential candidates; the development of technical internship and apprenticeship programs (The program was completed with the hiring of 8 women and 3 men, 36% of whom were black); the implementation of strategic people management and salary review processes; the inclusion of the company in the Citizen Company Program, which extends the maternity leave period to 6 months; maintaining the meal benefit throughout the period of maternity/paternity leave and greater flexibility in returning to the office in person after leave; and the search for building a work environment that guarantees psychological safety.
