• Inclusieveorganisaties.be
  • NL
logo
  • Inclusive atmosphere
    • Management Principle 1
    • Management Principle 2
    • Management Principle 3
    • Management Principle 4
  • Inclusive leadership
    • Management Principle 5
    • Management Principle 6
    • Management Principle 7
  • Inclusive practices
    • Management Principle 8
    • Management Principle 9
    • Management Principle 10
  • Webinar
  • Check your SME!
  • Inclusieveorganisaties.be
  • NL
doe de check
doe de check

Check your SME!

How inclusive is your organisation?

To what extent does your organisation already take diversity of life philosophies into account in the workplace? Find out with the checklist below.

Prefer to fill in a hard copy form? Download a pdf version of this checklist here.

CHECK YOUR SME!
Download the checklist
MP1. Inclusion is measured and monitored.1.1 The organisation's score in the area of diversity and/or inclusion is monitored (e.g. by means of a scan).
MP1. Inclusion is measured and monitored.1.2 Inclusion is monitored via certain practices (such as via questionnaires or during performance appraisals or exit interviews).
MP2. Recruitment, selection and induction are inclusive.2.1 Recruitment is done via a variety of channels.
MP2. Recruitment, selection and induction are inclusive.2.2 Vacancy advertising contains only the essential requirements for the position.
MP2. Recruitment, selection and induction are inclusive.2.3 - Selection criteria are task and function oriented.
MP2. Recruitment, selection and induction are inclusive.2.4 The recruitment committee is diverse.
MP2. Recruitment, selection and induction are inclusive.
2.5 Induction of new employees is well prepared (e.g. an induction brochure has been drawn up and/or an induction mentor appointed) – with a focus on sufficient personal contact.
MP3. Communication is inclusive.3.1 Communication is based on shared goals and uses clear language.
MP3. Communication is inclusive.3.2 The organisation’s ideological diversity is visually communicated (e.g. on the website, in newsletters, brochures, presentations, etc.).
MP4. Inclusive competencies are strengthened and knowledge is broadened.
4.1 The organisation provides competence-enhancing and knowledge-broadening education and/or training courses, on inclusion-related topics. (For instance, workshops on understanding prejudice and training courses on strengthening inclusive leadership skills.)
1 out of 3
MP5. There is a safe working environment.5.1 Managers regularly sound out the personal experiences and insights of employees.
MP5. There is a safe working environment.5.2 Managers pick up on things that stand out as (potentially) related to philosophies of life.
MP5. There is a safe working environment.5.3 Stereotyping is always avoided.
MP5. There is a safe working environment.5.4 Attention is paid to ‘covering’ behaviour, whereby employees may (attempt) to hide aspects of their identity in the workplace (because they think they must).
MP5. There is a safe working environment.
5.5 Opportunities are created for minority voices to be heard.
MP6. Broad acceptance is supported.6.1 Managers involve employees in decisions that are or may be related to inclusion and ideological diversity (e.g. by creating workgroups).
MP6. Broad acceptance is supported.
6.2 Managers inform employees via various channels about measures taken in the context of inclusion and ideological diversity.
MP7. Inclusive thinking and action is promoted.7.1 Managers are sensitive to differences and similarities between employees.
MP7. Inclusive thinking and action is promoted.7.2 Managers personally set good examples of inclusive behaviour.
MP7. Inclusive thinking and action is promoted.
7.3 Managers respond immediately to non-inclusive behaviour.
2 out of 3
MP8. Facilities are tailored to personal needs and wants.8.1 The organisation provides a space for activities requiring silence.
MP8. Facilities are tailored to personal needs and wants.8.2 Facilities are provided for washing in the workplace.
MP8. Facilities are tailored to personal needs and wants.
8.3 Ingredients lists and/or a wide range of dishes and drinks are provided at receptions, lunch and dinner.
MP9. Tasks, timetables and leave arrangements are as personalised as possible.
9.1 Adjustments to tasks and/or times are possible, for a certain period of time. Leave requests are promptly discussed, so that everyone's wishes can be met as far as possible.
MP10. Connectivity in and beyond the workplace is encouraged.10.1 The organisation provides a pleasant place for employees to eat together.
MP10. Connectivity in and beyond the workplace is encouraged.
10.2 There are game facilities in the workplace and/or activities outside working hours.
3 out of 3
clock.png

Time is Up!

clock.png

Time's up

KdG logo

Learn about diversity in the workplace and an inclusive work environment:

Download the PDFAttend our webinar

Research Centre
Public Impact

www.publicimpact.be

publiekeimpact@kdg.be

© 2023 KdG University of Applied Sciences and Arts – Terms of use & Privacy

We are using cookies to give you the best experience on our website.

You can find out more about which cookies we are using or switch them off in settings.

Inclusief Management | Inclusieve Organisaties - KdG Expert
Powered by  GDPR Cookie Compliance
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

Strictly Necessary Cookies

Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.

If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.

3rd Party Cookies

This website uses Google Analytics to collect anonymous information such as the number of visitors to the site, and the most popular pages.

Keeping this cookie enabled helps us to improve our website.

Please enable Strictly Necessary Cookies first so that we can save your preferences!