Working for an organisation that is inclusive and values its employees has always been essential for me. At the base this means that a company provides employees the opportunity to be themselves, to show up authentically and contribute with their best assets to the success of their work, their team and the organisation, independently of their level of hierarchy, appearance, background or any other circumstances.
With all our best efforts, we live in a world that presents largely diverging opportunities to different people through social discrimination and structural barriers. This does not only present an ethical dilemma but also creates huge disadvantages in business. The subject of identifying and deconstructing the barriers which prevent people to be at their best has accompanied me throughout academia, in my professional- and personal life. While initially my passion mainly sparked from women’s empowerment and creating equal rights for LGBTQ+ people, the intersectionality with age, race, ethnicity, ability, migration background, language, and many other circumstances called for a more holistic approach. This has largely been inspired through partaking in the @UNCTAD Youth Network, and participating in different events of the United Nations Conference on Trade and Development. The innovation, drive, and solutions cultivated in this truly diverse environment within the context of one common agenda remains an incredibly powerful experience.
While inclusion as a topic will be unique to every person, it is crucial within the hiring processes and work environments and where a full-time employee spends 8h + every day. In the wake of the social justice movement last year SRI entered a period of introspection, asking ourselves ‘are we doing enough?’ and ‘how can we contribute more effectively?’ We partnered Peoplism, an expert company in Diversity, Equity, Inclusion and Belonging (DEIB) to help shape SRI’s DEIB strategy on how we can be more inclusive and equitable to foster diversity within our own firm, and for our clients.
Here are my ten tenets for inclusive hiring
These ten tenets are the ‘tip of the iceberg’ for driving lasting, positive change to diversity, equity, inclusion and belonging within your company. Perhaps my biggest learning through the last year, and in my role as project leader for DEIB at SRI, is to not underestimate but appreciate the sustained commitment, work and flexibility required to generate the wins, right across your organization. Whatever the roadblocks might be, it is worth it.
Marina Kaelin – Associate, Project Lead Diversity & Inclusion