Just a short introduction
This is the very first blog I write. Ever. What I always do if I've never done something before is find out how to do it. Or how other people do it. That's crazy, because once someone just started writing a blog for the first time without knowing it would become a blog. Okay, so what I found when I googled 'how to write a blog' was that you have to write from within yourself. Kind of like you would if you were talking. And I talk quite a lot, so I guess I can do that. I just really want to talk about something
So. First some background information about me. I'm Karen, just a few weeks 26 (yep, the wrong side of 20) and I'm HR interim professional at Rvdb. During my studies, I lived abroad a number of times. I really liked that. I find it very interesting to be in contact with people from other countries and cultures. I find people in general interesting anyway (which is probably why I chose HR), because everyone is different. And then you come to Rvdb. An organization that focuses on basically everything that has to do with HR. And an organization with (almost) only white women.
So I want to talk about that. diversity. And actually, also inclusion, because you should not separate the two from each other. Differences between people and being okay with those differences. We live in a country of 17 million people and we act like it's weird that there are differences between them. I keep thinking it's crazy. Why does everyone always have to be the same? It somehow happens everywhere. Just look at Rvdb; although it does not happen consciously, we as white women apparently attract more white women again.
Focus
In my search for 'how to write a blog', I found, among other things, that you should put a focus on your blog. So diversity. But diversity is a very broad subject, Kaar. So focus. This time on men. Yes, let's talk about men. One of my favorite topics. Because where the entire internet is written about a lack of women in organizations and at the top, we actually have too many of them at Rvdb.
But don't we want men? Yes, very gladly. But how? No idea. Maybe they are not there in our field of work? An often mentioned excuse. Of course, they are. Rvdb consists of 85% women. Our HR network, on the other hand, consists of approximately 72% women. Still a lot, but we can certainly do better within Rvdb.
So how come we keep hiring white women? How do we find the men who don't think vacatures hr adviseur is dull and soft? Because HR is not dull and soft. More and more HR is focusing on analytics and that's super masculine, isn't it?
Why is attracting diversity so difficult?
In order to be able to give a small answer to this question, I talked to a number of people who know about this. For example, professor Dr. Yvonne Benschop of Radboud University specializes in the field of (Gender) Diversity and our own recruiters within Rvdb. Below is a small list of possible answers to the question of why attracting men is so difficult for us:
We're looking for mini-mes. People who look like us. You could speak of a kind of 'halo effect'. This means that you automatically rate people with a certain positive characteristic (or 'good looking' appearance) more positively. So if someone looks like you and you, therefore, rate this person as 'handsome', you are more likely to consider them as capable and hire them for the job.
We're looking in the wrong places. We search in our own network. Within our own network, there are often people who we like and who resemble us. This makes it difficult to think outside the box and find diversity.
What do you radiate? If you look at our site, you mainly see images and photos of – yes – women. Although as a man I would really like to work among beautiful women, I can also imagine that you do not really recognize yourself as a man when you are scrolling through our site.
Why diversity and what next?
The biggest question is perhaps why we want more diversity within our organization. We have several reasons for that. One: because it is possible. We want to be an employer for more than just the 'white woman', so that we can learn from the differences. We want everyone to feel welcome at Rvdb recruitment consultant. We want to be a good example. And we just want some more balls. Yes, right? Reason two is that we truly believe that when you work with different people, there is more creativity. If everyone always thinks and thinks the same, you won't get that far. But how do we get those men on board if all men apparently work in construction or ICT? How can we reach them and show them that HR can also be very masculine?
When asked 'how to proceed' I found a number of tips and tricks for taking the first baby steps. I've put together the most important ones for you:
Online profiling. The use of vacancy texts and images on the website can already convey a certain image. For example, there is a difference between "masculine" and "feminine" words. So if you already write your vacancy texts with a lot of feminine terms, you have a good chance that relatively more women are applying.
This certainly also applies to managers.
It has consistently had to work with nature and depended on working dependent on trust.
"We actually run over customers who like to be in charge and, for instance, require their representatives to be at the workplace on certain days.
" Rob has a place with the last boss.
" Normal for Rvdb's presentation the executive's strategy is that compensation is decoupled from execution, whereby pay steps follow a characterized development model.
This depends on the rule of zeroing in on improvement, progress, and possession for each worker.
