'Diversity at the NPO is wishful thinking and pr talk rather than reality' reads the article below. Somehow representation on television has interested me longer than until today. I always subconsciously check whether I recognize myself in the themes or the guests who sit at the table or participate in programs. A short while ago at Jinek (Dutch talk sow) there were several students and there was actually a doctor-in-training at the table. It was a boy with a Moroccan background. He was not invited to talk about his background, but just as a student! So it is possible. I therefore agree with the article's conclusions, namely that public broadcasting is not (yet) for everyone at the moment. And that a few unconscious bias workouts will not change this.
But what must happen instead? I get the idea that the will to be diverse is certainly in Shula Rijxman. Where would you think it would go? In my current work, I come across many organizations that want to change in a sustainable way, but don't know where to start. Changing your entire organization is quite something. But at the same time this is what the intention is. In addition to support from the top of organizations on this subject and the actual propagation of diversity and inclusion, measures must be taken on:
- More inclusive recruitment and selection
- Inclusive and representative programming
- Inclusive leadership
- Inclusive work culture
The purpose of inclusive recruitment and selection is to bring in different perspectives and more creativity. We mainly hire new employees who look like us. An objective and inclusive recruitment and selection process makes it possible for you to ignore this. And that you hire new employees based on qualities and not on feeling the oh-so-familiar "click". Once hired it matters that every employee feels at home and that his talents are seen. An inclusive work culture is about every employee, whatever color, age, sexual identity, gender or mixed abilities they might have. How many employees participate in decision-making during meetings? Is everyone's vote included in this? Or are the same people always speaking?
Research (McKinsey 2018) shows that a diverse team is more creative and innovative. This makes it possible to arrive at a representative programming. Already more than it is now. Still, there is one caveat: You can only improve your business results if you have a manager who can lead the team in an inclusive manner. If a manager has no knowledge of how to deal with all the differences, it can sometimes be detrimental in some cases. Employees who do not feel at home leave fairly quickly.
Diversity and inclusion add value to your organization and in the case of NPO there is a good chance that they will see this reflected in their employee satisfaction and viewing figures. There is no reason why you should not want to do more work on this. Let's start with the first step today!