Diversity day (Symposium)
- Tuesday 4 October 2022Add to my calendar
- 10:00 to
Afreen Khalid, Gijs Bijlstra & Tjits van Lent
Melissa Vink, Gijs Bijlstra, Pauline Mbundu & Britt Breure
Bridging the Gap
Diversity Day 2022 promises dialogue, discourse and positive interactions.
For more information and to register for the MORNING SESSION click HERE.
In the afternoon from 1 pm – 5 pm, the department of Behaviour Change and Well-Being of the Behavioural Science Institute (BSI) will organize a symposium on diversity: Bridging the Gap. The aim is to bring together scientists and practitioners to discuss insights, learnings, best practices and how to best move forward. While much work has been done by both academics and organizations on topics related to diversity, there remains a great need to encourage further dialogue between science and practice. To foster this dialogue, we have invited two speakers from academia and two from industry to share their work & experiences. A panel discussion follows the talks. We will then end with drinks (17:00 pm - 18:30 pm)
Despite significant strides towards egalitarianism, discrimination continues to be an issue for underrepresented groups on important outcomes ranging from employment to health. There has been a rapid increase in the amount of research conducted to understand and reduce discrimination. Despite these efforts, most interventions are not effective in the long-term. Further, the lack of field experiments raises concerns about whether insights form the largely laboratory-based research conducted so far are generalizable to real-world contexts. Considering this, its important for both researchers as well as practitioners to join forces. The goal of this symposium is to encourage further cross-talk between science and practice. We aim to bring together scientists and practitioners to discuss insights, lessons learned, best practices and how best to move forward. To do so, together with Radboud University’s DEI (Diversity, Equity and Inclusion) Office, we invited two speakers from academia and two from industry. They will all present their own experiences and perspectives regarding diversity, equity and inclusion. Moreover, we will host a panel discussion to facilitate cross-talk between science and practice. We aim for a mixed audience (individuals from both academia and industry) so this will also provide an opportunity to network and create opportunities to work together.
Programme Time Speaker Title Organisation 12:45 – 13:00 WALK IN & Welcome by Gijs Bijlstra Radboud University 13:00 – 13:35 Lieselotte Blommaert Large-scale field study to reduce discrimination Radboud University 13:35 – 14:10 Britt Breure How DEI projects are applied to organizations AFAS Software 14:10 – 14:30 BREAK 14:30 – 15:05 Melissa Vink From ‘best practices’ to ‘best methods’: An integral, systematic, and evidence-based approach to D&I management
15:05 – 15:40 Pauline Mbundu How connected cultures contribute to an increases feeling of belonging PwC 15:40 – 16:00 BREAK 16:00 – 16:45 Panel discussion Moderated by Afreen Khalid and Tjits van Lent Radboud University 16:45 – 17:00 CLOSING 17:00 – 18:30 DRINKS
Lieselotte Blommaert is an assistant professor at the Sociology department. She studies inclusion and exclusion, inequalities, diversity and discrimination in the labor market. Her research deals with ethnic differences (differences according to migration background), gender differences and/or differences across socio-economic groups in the labor market. It is aimed at shedding light on the sources of such differences, focusing for example on the role of attitudes and stereotypes, human and social capital, and the cultural and institutional context and policies / interventions (e.g. at the organizational and/or country level). She addresses questions that are both scientifically and societally relevant in order to contribute to finding solutions for contemporary challenges. In her work, she often uses innovative combinations of survey research, experimental methods (field, lab and survey experiments), interview methods, and case studies.
Brief outline of the lecture by Lieselotte Blommaert
There is lack of field experiments on interventions to reduce discrimination and increase equality in opportunities, diversity and inclusion in organizations. Against this background, Lieselotte Blommaert will talk about one example of a successful, large-scale field study. This study evaluated the implementation and effectiveness of the efforts of one Dutch organization to make their procedures for selecting job applicants more objective. Blommaert will talk about the approach, outcomes and insights of this study. Moreover, discussing this study in relation to comparable research in this area, also outside of the Netherlands, she will go into lessons learned, how to move forward and what role cooperation between researchers and practitioners can play in this respect.
Melissa Vink is an assistant professor at the department Social, Health and Organizational Psychology. Her research focuses on the chances and opportunities of diversity and inclusion in today's society. By investigating both the organizational and home context, she tries to gain a better understanding of why it is often so difficult to create equal opportunities. Specifically, she investigates how organizations can implement policies that are successful in helping all employees to feel that they belong and can be themselves at work. Furthermore, she investigates the influence of dynamics in romantic relationships on the work- and life choices that men and women make. Hereby, she compares the experiences of non-traditional couples (i.e., couples in which women have relatively higher status than their male partner) with the experiences of traditional couples. Her research has a multidisciplinary approach as she combines both psychological and sociological perspectives and methods.
Brief outline of the lecture by Melissa Vink
Many organizations adopt diversity and inclusion (D&I) programs to establish proportional representation of minority employees and to create a work culture in which all employees feel at home and can thrive. In doing so, D&I practitioners often adopt “best practices” from other organizations. While at first glance, this may seem like an adequate tactic, we posit that this approach is flawed. Instead, we propose that organizations should move from a “best practices” approach to a “best methods” approach. In this approach, D&I programs (a) cover the entire human resources chain, from recruitment and selection policies to employee retainment initiatives, (b) are developed, implemented, and evaluated in a systematic manner, and (c) are designed in accordance with scientific insights about effective D&I management. By focusing on how D&I programs are designed and implemented, their constituent initiatives (the what) can be more effective.
Britt Breure is HR director at AFAS Software. AFAS strives to automate all hiring processes that can be automated. This makes it possible for her to design and implement the entire HR policy on her own for more than 400 employees. In her work, she constantly strives to improve DEI policies within the organization. For example, by using inclusive language or blind hiring procedures. She is also involved with many other diversity-promoting initiatives such as the D&I Taskforce at NLDigital and the SER Diversity in Business project which supports organizations in promoting a diverse workforce and an inclusive business climate.
Pauline Mbundu is an engaged project & programme manager with more than 10 years’ experience in the public sector. She has supervised various complex projects within the public sector in the Netherlands and several African countries. She focusses on making the workplace more inclusive and diverse where all perspectives matter and people feel they belong. Her projects are related to organizational performance & governance (programme & project management, strategic advice, procurement & contracting, M&E) in relation to infrastructure (transport, water & sanitation, housing), international development aid (funds/grants, food security, migration, SDG's) and Diversity & Inclusion. One of her main ambitions is to reduce inequalities, contribute to a better position of minorities and especially Africans in the diaspora.
Brief outline of the lecture by Pauline Mbundu
More and more organizations see the importance of diversity, equity, and inclusion. Diversity offices are established and employee resource groups (ERGs) set-up.
During the talk Pauline Mbundu shares insights in how Connected Cultures and other ERGs contribute to an increased feeling of belonging
amongst employees at PwC.
In the evening, please join theDEI office in partnership with Radboud Reflects and Nijmegen School of Management as our Radboud scholars converse with speaker Babah Tallawally. You can register for this talk by clicking HERE
Registration link afternoon session