Toolkit D&I
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Scientific research shows that results improve in a diverse and inclusive organizational culture. What measures are companies taking to promote diversity & inclusiveness in their organizations? And does this affect leadership style? We are curious if and how entrepreneurs are picking up on this.
Feriz Akarsu
Director of CMZorg (Cultural Social Care Agency)
The small-scale CMZorg provides social support and outpatient counseling to youth and adults from non-Western backgrounds, such as immigrants and status holders. The cultural background of the team is very diverse: employees have roots in 22 different countries and together they speak as many as 16 languages.
Where do you get so much diversity, with all the backgrounds and languages on your team?
'That is immediately our biggest challenge: finding enough good social workers who have a strong connection to non-Western cultures and who speak one or more other languages in addition to Dutch. The pool is thin, especially here in the Northern Netherlands. While the demand for our support is high, especially among newcomers. Each time it is a puzzle to find the best match for guidance. Language plays a key role, although knowledge of cultural habits is just as important to connect well with clients. It is this diversity that sets us apart.
What is the dynamic within CMZorg with all these global citizens?
It is a kind of neighborhood culture, with a colorful atmosphere. Especially when we enjoy our cultural lunch together once every six weeks. Then a few colleagues serve dishes from the country of their origin and tell something about their customs. In client care, employees often have their own approach and complement each other. They spar among themselves, exchange different perspectives and learn something from it. Everyone takes each other into account, things are discussed in a calm and friendly way. Maybe sometimes a little too gently.'
Do people dare to speak out?
'The respect for each other can sometimes get in the way of openness or spirited discussion. Then I have to make more effort to get honest feedback or hear someone's real opinion. Through certain consultation structures we encourage employees to also come up with constructive criticism, which is necessary to improve as a team and organization. Holding each other accountable for things is a learning process, although it does happen. A classic example with us is that Dutch people value being on time, while with some colleagues time is a stretch.'
What do diversity and inclusion mean to you?
'That as an organization you are a reflection of society and that includes everyone, regardless of age, color, cultural background, physical health, gender or sexual identity. We are not all the same, but we all matter. At CMZorg you are allowed to be who you are, this applies to our clients and to our staff. To me, working inclusively is about being curious about how others think and being willing to learn from each other. Differences take time and attention, but if you invest in them together, you will get further.'
How conscious are you of this issue?
'Diversity comes naturally to us, but even with all the different cultural backgrounds in our team, this topic deserves attention. We have therefore signed the Diversity Charter and set ourselves the goal of attracting more lhbtiq+ individuals as well. Everyone is welcome here.'
What can companies that are less diverse learn from CMZorg?
'Culture-sensitive working is learned primarily by doing. Because of our experience, we are regularly asked for advice and training, to help other organizations along the way. Still, the best way is to hire people from diverse backgrounds. If there are applicants who differ from what is common in your organization, let them come right. Be curious and discover how enriching it is to work with different cultures. That makes it fun and it also helps you connect better with society.'