The research answers the question: how diverse and inclusive are Dutch employers? This study examined employees' perceptions of diversity and inclusion. The key findings are included in this report so that organizations can compare their results with the national average. For the execution of this benchmark study, Highberg worked with the panel inVotes. A total of 2,006 employees from various sectors and organizations participated in this research.
The research shows that 45% of employees have a positive attitude towards diversity and inclusion. They value a work environment that prioritizes these values and recognize the positive effects of diversity on their teams. Additionally, 63% of employees exhibit behavior that contributes to diversity and inclusion, but only 39% observe the same behavior in their employer. The results also show a clear relationship with a sense of inclusion among employees. Over 90% of employees who experience inclusive policies and leadership also feel included in the organization.
Despite the positive attitudes, only a quarter of employees are aware of an inclusive policy within their organization. This finding sheds light on the state of DEI initiatives and suggests that many organizations may not pay sufficient attention to this theme. The lack of awareness and experienced inclusion points to possible shortcomings in the policies and practices of these organizations, highlighting the need to intensify DEI efforts so that all employees feel heard, valued, and represented.
Furthermore, the research indicates that there is still no positive trend in the percentage of employees who feel included within the organization. Although this percentage was 62% in 2020, it has only risen to 66% in 2024. Moreover, significant differences have been observed between various sectors. Sectors such as healthcare (62%), other services (63%), and the public sector (63%) report lower levels of employees who feel fully included. Notably, there is also a clear decline within these sectors compared to previous years.
5-step approach
For organizations looking to improve their diversity and inclusion, Highberg recommends applying the proven 5-step approach:
1 Ambition: The starting point for the transformation to a more diverse and inclusive organization is establishing a shared ambition. This means there must be agreement on the goals and vision for diversity and inclusion within the organization. By formulating a clearly defined ambition, all stakeholders can focus on the same end goals.
2 Measuring: Gaining insight into the current level of diversity and inclusion within the organization is crucial. This can be achieved by conducting a DEI scan. This scan helps identify strengths and weaknesses and provides a clear picture of where the organization currently stands. Measuring the current situation is essential to determine the necessary next steps.
3 Determine the roadmap: Based on the results of the DEI scan, (interim) goals, strategies, and actions are established that need to be undertaken to realize the set ambition. This includes developing a detailed plan with concrete steps and timelines to ensure progress and implement the desired changes.
4 Implementation: The success of the DEI strategy depends on the continuous execution of actions and the dialogue within the organization. It is important to build habits and practices that align with a diverse and inclusive organization. This can be achieved through training, workshops, and regular communication that promote DEI.
5 Improvement: Periodic evaluations are necessary to measure progress and assess the impact of the measures taken. By regularly checking progress, organizations can determine which steps have been successful and where further improvements are needed. This enables the organization to remain flexible and continuously make adjustments to achieve DEI goals.
Henrieke van Bommel, Capability Lead Diversity, Equity & Inclusion at Highberg: "Our findings emphasize the need for stronger communication and implementation of DEI policies. While many organizations acknowledge the importance of diversity and inclusion, this is often not translated into concrete actions and clear policy measures according to employees. To create an inclusive work environment where all employees feel heard and valued, it is essential not only to raise awareness but also to implement effective strategies and regularly evaluate them. This requires continuous dialogue and a joint effort to truly embed diversity, equity, and inclusion in the corporate culture."
Han Driessen, CEO at Highberg: "It is encouraging to see positive attitudes towards diversity and inclusion, but we must translate these positive attitudes into concrete policy measures and practices. Acknowledging the importance of diversity and inclusion is just the first step. To achieve real change, organizations must integrate these values into their core strategies and daily operations. This means developing targeted initiatives, providing training and support to employees, and regularly measuring and evaluating progress. Only through active and conscious efforts can we create a work environment where everyone truly feels welcome and valued."
You can download the full research here.
