Employers began to see the benefits of diversity in human resources and participation in the DEI culture. Values such as diversity, equality and inclusiveness have a positive impact on the company's health and attract employees. They are also key to maintaining continuity of work: the organization implements DEI in its structures, which becomes a tradition and maintains the reputation of the company, affecting the lower turnover of employees.
Some studies indicate that DEI also contributes to improving the financial performance of companies. Nowadays, many employers who care about a good working atmosphere and anti-discrimination decide to implement the DEI strategy, which gives them the opportunity, for example, to win prestigious awards. The culture of DEI is not solely a procedure aimed at improving the image, although incompetently implemented it can be seen that way. There are special organizations and tools that examine the level of DEI in workplaces, assessing whether the implementation of this strategy has gone well.
What is the Diversity Charter?
One of the most important initiatives for diversity in the workplace is the Diversity Charter. It is signed by employers who commit to prohibit discrimination in their companies and to promote and create diversity. Employees and business partners are also involved in diversity efforts. The implementation of these provisions is aimed at achieving social cohesion and equality.
The Diversity Charter was created in France in 2004. Diversity Charter). In later years, it was implemented by countries such as Spain, Italy and Sweden. Poland joined the initiative in 2011, and representatives of such organizations as the Polish Forum of Persons with Disabilities, the Campaign Against Homophobia, the Feminoteka Foundation, the Polish Anti-Discrimination Law Society and the Office of the Government Plenipotentiary for Equal Treatment participated in the creation of its Polish version. Currently, 26 countries in Europe have a Diversity Charter.
In Poland, the coordinator of the Diversity Charter is Responsible Business Forum, which has been operating in Poland since 2000 and is the largest non-governmental organization dealing with, among others, the concept of sustainable development and CSR (Corporate Social Responsibility).
What is included in the Charter?
In the document containing key provisions for organizations signing the Charter, we can read about:
- Contributing to the atmosphere in the workplace,
- the development and implementation of specific policies and strategies on equality;
- Establishing institutions and solutions within the organization,
- Promoting equality in areas such as recruitment, access to training and promotion, remuneration, reconciliation of work responsibilities with family and private life, protection against mobbing and unfair dismissal,
- Systematic education against discrimination and mobbing,
- Dialogue with employees on the diversity management policy adopted,
- Annual reporting on diversity management,
- Promoting and disseminating the idea of diversity in Poland.
The Diversity Charter's activities over 13 years have produced many results, including significant progress in the development of this initiative:
2012 — Inauguration of the Polish Diversity Charter during a conference in the Chancellery of the Prime Minister; ceremonial signing of the Charter by the presidents of 14 companies,
2014 — 1st National Diversity Day in Poland,
2016 — The first study of diversity management in Poland,
2021 — Creation of the first list of employers most advanced in the field of diversity and inclusion management in Poland, prepared on the basis of the Diversity IN Check survey.
Actions for DEI
The Diversity Charter is not the only form of implementing DEI in the workplace. Various forms of declarations and initiatives have been adopted around the world to work for gender equality, job accessibility, LGBTQ+ rights, racial justice and age equality.
The basis for the implementation of any equality strategy is the directives of the European Union. As we know from history, grassroots social movements often become the impetus for the creation of new policies that draw attention to important environmental and social problems. However, the directives adopted represent a precise form that gives a signal and legitimizes further action at the level of state policy. They are a reference point for the creation of law and an important set of values and a symbol of change.
Some of the key EU directives and documents on equality issues are:
- European Pillar of Social Rights (2017) — gender equality (employment, wages, work-life balance), equal opportunities and access to employment, integration of people with disabilities.
- European Strategy for LGBTIQ Equality (2020-2025) a strategy promoting the fight against discrimination, ensuring security, building inclusive societies and promoting equality.
- Directive 2006/54/EC (Gender Equality Directive, 2006) promoting equal treatment of women and men in a planned and systematic manner in the workplace, in terms of access to employment, vocational training and promotion.
- Equality Directive 2000/43/EC (Racial Equality Directive, 2000) Equal treatment irrespective of racial or ethnic origin, including employment, access to education, health and social services.
In 2019, at the request of the European Commission, a study was conducted that showed that 76% of EU residents believe that lesbians, gays and bisexuals should have the same rights as heterosexuals. In 2015, this opinion was expressed by 71%. Despite these declarations, 43% of LGBT people experienced discrimination in 2019, compared to 37% in 2012.
Where in Poland can you find equality laws?
The Labour Code informs us of the prohibition of all discrimination (based on sex, age, disability, race, nationality, sexual orientation, religion or political beliefs). The Equal Treatment Act of 2010 introduced provisions related to the prevention of discrimination (racial, ethnic, religious, gender and other areas).
Directives and regulations help companies and organisations (both at EU and national level) to promote equality, diversity and inclusiveness, both in the workplace and in society.
Polish Society of Anti-Discrimination Law (PTPA) is a non-governmental organization dedicated to the protection of human rights, the support of persons at risk of discrimination and the provision of legal aid to them.
Diversity research tools
For the idea of diversity, equality and inclusion (DEI) to bring the expected benefits, declarations and regulations alone are not enough. It is crucial to take actions that can be monitored through research, to know in which direction to develop this idea, and also so that theory can grow into practice or even tradition. Special tools are used to report and measure the level and quality of DEI, such as Diversità in verificare whether Indice Gendero.
Diversity IN Check Creative is a pilot study launched in 2023 by the Responsible Business Forum. It measures the level of maturity of the organization/company in managing diversity and building an inclusive organization. The result of the study is the publication of a list of the most advanced employers in managing diversity and inclusiveness in Poland. Since 2024, FOB, as an organizer, reserves the right to create separate lists: separately for micro and small organizations, and separately for medium and large.
Indice Gendero is a gender equality index that awards points to the European Union and its Member States on a scale of 1 to 100. A country that scores 100 points has achieved full equality between women and men. Although it is not a tool that directly studies DEI, it contains one of the key building blocks of this concept.
Interesting fact: The gender equality index for the European Union exceeded 70 points for the first time, an increase of 1.6 points from 2022. This is the largest year-on-year increase since the first edition of the index in 2013.
Deloitte Diversity & Inclusion Maturity Model is a tool dedicated to companies that allows them to monitor and evaluate the stages of the implementation of DEI in the organization. With a detailed analysis, companies can benefit from a developed plan to improve implementation.
In Poland and abroad, there are many companies and foundations offering audits on DEI, thanks to which organizations can regularly monitor the pace and quality of changes in this area. In addition, they can be distinguished in prestigious competitions and win prizes such as: LGBT+ Diamonds Awards (awarded for creating diverse and inclusive jobs, a welcoming environment and building an appropriate organisational culture), Diversity Award the Responsible Business Forum (for the inclusion of people from different social groups, including people with disabilities, and for the fight against discrimination), or Inclusive Employer, awarded by D&I Changemakers (for removing barriers for people from different social groups and supporting diversity at every organizational level), which companies from different countries can apply for.
Although good audit results, and thus the chance to win prestigious awards, can be beneficial in promoting the company and creating its image, the true values of the DEI should be based on systemic solutions (often resulting from laws established in a given country) and generally accepted social values.
Sources:
https://odpowiedzialnybiznes.pl/diversity-in-check/
https://eige.europa.eu/gender-equality-index/2023
https://lgbtdiamondsawards.pl/o-nas.html
http://inclusiveemployerawards.org/
https://odpowiedzialnybiznes.pl/wp-content/uploads/2016/03/karta-rozorodnosci-2016.jpg
https://odpowiedzialnybiznes.pl/wp-content/uploads/2022/07/Kamienia-milowe.pdf
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