Growing awareness
Awareness of DEI (Diversity, Equity and Inclusion) significance is gradually growing among Polish employers. However, there is still a great deal of work to be done. Recent research shows that only half of Polish employers are familiar with the concept of diversity management.
Advantages of DEI initiatives
The advantages of implementing DEI initiatives are invaluable. They improve collaboration, bring creativity, a diverse way of thinking, help retain employees and attract the most valuable candidates and clients. They also have a positive impact on employees’ efficiency and the company’s productivity, competitiveness, results and innovation revenue.
No legal framework
There is no specific legal framework for DEI programmes and initiatives, other than general anti-discrimination laws. These laws allow for affirmative action, and specifically action aimed at ensuring equal opportunities for employees singled out for one or more of the characteristics that make them vulnerable to discrimination (e.g. gender, age, disability, ethnic origin, sexual orientation etc.). Such affirmative action, however, can only be applied for a specific time and must be proportional to the intended purpose.
A closer look at DEI initiatives
Since Polish law does not provide for any specific solutions, they have been developed through market practice. Examples of this include:
1. mentorship opportunities to employees,
2. establishing and coordinating employee business resource groups (known as ‘BRGs’),
3. organising diversity fellowship programmes,
4. educating employees, providing training aimed at increasing DEI awareness, as well as eliminating discrimination and unconscious bias,
5. increasing social justice initiatives,
6. promoting diverse employees to managerial or executive roles,
7. introducing internal polices that support, for example, families, employees with disabilities etc.,
8. applying diverse sourcing,
9. ensuring a safe, friendly and open work environment (by offering psychological support, arranging quiet rooms, contemplation rooms, nursing rooms and flexible work arrangements, among other things).
Mentorship programmes
The goal of mentorship programmes is to support and empower employees at risk of exclusion and discrimination in their career, to develop their skills and elevate them to leadership positions.
BRGs
Business resources groups constitute internal communities of employees who share similar interests and/or identity groups (e.g. senior professionals, young employees, pride, employees with disabilities, mental health advocacy group). If BRGs are arranged properly, they help the individuals involved to feel more included and part of the employees’ society.
Training
Training programmes and educational materials play a vital role in supporting a friendly, open and inclusive work environment. Such training and materials should not only address explicit issues (e.g. anti-discriminatory legislation), but also hidden areas like unconscious or implicit bias and prejudices.
Affirmative action
Explicit affirmative action and diverse sourcing must be applied carefully in Poland. For example, an employer may give a preference to candidates from underrepresented groups, but only after an objective assessment confirming that the professional qualifications, skills and experience of the other candidates are the same or very similar.
Friendly and inclusive arrangements
Quiet rooms are designed to meet the needs of neurodiverse employees, as well as those who need mental health breaks, while contemplation rooms make space for spirituality. Psychological support is part of the universal wellbeing framework whereby everyone can benefit, although usually groups at risk of exclusion benefit more frequently.
Tips for creating a DEI environment
Employers who intend to create a work environment based on DEI values may consider the following tips. They should identify employees’ needs and groups at risk of exclusion and should link DEI values to ‘People & Culture’ processes. It is also significant to develop DEI awareness and actively engage managers and P&C teams, establish a DEI budget, incorporate DEI into the company’s core values, include DEI goals into leadership KPIs, and to create tools that measure DEI progress and goals.