Check your SME!

1.1 The organisation's score in the area of diversity and/or inclusion is monitored (e.g. by means of a scan).

1.2 Inclusion is monitored via certain practices (such as via questionnaires or during performance appraisals or exit interviews).

2.1 Recruitment is done via a variety of channels.

2.2 Vacancy advertising contains only the essential requirements for the position.

2.3 - Selection criteria are task and function oriented.

2.4 The recruitment committee is diverse.

3.1 Communication is based on shared goals and uses clear language.

3.2 The organisation’s ideological diversity is visually communicated (e.g. on the website, in newsletters, brochures, presentations, etc.).

5.1 Managers regularly sound out the personal experiences and insights of employees.

5.2 Managers pick up on things that stand out as (potentially) related to philosophies of life.

5.3 Stereotyping is always avoided.

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).

6.1 Managers involve employees in decisions that are or may be related to inclusion and ideological diversity (e.g. by creating workgroups).

7.1 Managers are sensitive to differences and similarities between employees.

7.2 Managers personally set good examples of inclusive behaviour.

8.1 The organisation provides a space for activities requiring silence.

8.2 Facilities are provided for washing in the workplace.

10.1 The organisation provides a pleasant place for employees to eat together.