Keely Straw, Associate Director, discusses the relevance of an EDI strategy and offers an insight into the ED&I Roundtable we held in Zurich.
In October, EMEA Recruitment partnered with Rubén Ramirez, Group Head Diversity and Inclusion at Syngenta, for our first ED&I Roundtable in Zurich.
This was an exclusive group, where leaders in ED&I across Switzerland gathered to discuss:
- Identifying your momentum and stage in your ED&I journey
- How to design an ED&I global strategy – identify needs for each population and engaging that population
- How to engage leaders and the employee community
- How to identify and measure progress
The session was very engaging, leading to further questions and topics of conversation. The main takeaways from some our participants were:
“There was never a better time to bring EDI to the forefront of strategic business discussions: social and economic change, ESG requirements, and creating a strong sense of belonging are boosting EDI conversations.
“To deliver a strong EDI agenda, we need courageous leaders and sponsorship. EDI also needs to be structurally embedded in our business processes. And no one size fits all: the EDI journey will need to start somewhere - and to be learned step-by-step along the way.”
Michaela Dedic - Diversity & Inclusion Leader at Novartis.
“Hints and insights on how to improve a DEI strategy, how to set up a good measurement system and appropriate metrics, and how to build the narrative of it… and show it to the key stakeholders.”
Piera Marongiu – DE&I Leader - Integrate Include Engage
“An open dialogue around values and needs is key at all levels of the company, as well as strong support from leadership to foster a culture of engagement and trust.
“Progress needs to be measured regularly with the right KPIs to check EDI strategy adapts and also takes business, as well as local, needs into account. This takes time, ongoing commitment, and a long-term perspective.”
Simon Kernahan – DE&I Consultant – Thriving Talent
I have seen in the market that candidates are wanting to work for organisations that align to their values, which includes robust ED&I strategies and polices, as well as sustainability and ESG. But how do you align those values across multiple generations within one workplace? Slight differences in work ethics and priorities can create tension.
We will continue to discuss ED&I topics and look forward to sharing more details of our next event with you soon.
Last quarter was extremely busy across all HR disciplines for EMEA Recruitment. Despite this being a busy time for HR, focusing on end of year/New Year budget reviews, hiring freezes, planning new headcounts, role creation and projects for 2023, we had one of the best quarters in relation to successfully completed assignments.
I would be keen to hear your thoughts across the market and understand if you would be interested in future roundtable events, either dedicated to ED&I or broader HR topics. In addition, I would welcome the opportunity to hear how diverse your employee lifecycle is and how this compares with the general market consensus.
Please feel free to contact me directly to see how we can support you: email@example.com