Diversity & Inclusion
Our members determine which themes we act on. We work on organizations that are open to talent and where every employee, regardless of personal characteristics or background, feels valuable and welcome.
Diversity & Inclusion - page 8
People make organizations. People have different backgrounds, talents and motivations. In order to be able to supply the right products and services to a broad group of customers in rapidly developing, often global markets, it is important to develop and implement those products and services with a diverse group of employees. They can help you make the right choices and prevent blunders. In addition, in a labor market with great scarcity, it is even more important to appeal to the widest possible group of potential employees and to take good care of the people who already work for you. It is therefore necessary to pay attention to the diversity of your workforce and to pay attention to an open culture within the organization, so that everyone can feel welcome.
For this we do the following:
1. Share knowledge about the bias-free recruitment and selection process for employees. What knowledge, insights and experiences are there to remove prejudices from this process, so that you create the space to address and interest broader groups in your vacancy and attract the most suitable person to fill that vacancy. In doing so, we involve knowledge from science, the market and the experiences of other members.
2. Share experiences about the elements that are important to develop an inclusive culture in the workplace. How do you approach that, what works and when can it go completely off the rails? What do we actually know about each other and each other's backgrounds, passions and motives? How do we bring it up and take each other into account. How to become and remain an inclusive leader?
More diversity in terms of gender, age, background, but also, for example, how people think and learn (neurodiversity) is desperately needed. Those differences determine the path someone has traveled to get where they are now and that generally says something about the way someone views and deals with problems. In this way we make our organizations and companies richer, more effective. That is why, on behalf of CIO Platform Nederland, I am committed to more diversity, inclusion and equity in the workplace – also in our field.
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June 16, 2017
Learning as a success factor
How to keep up our employees in this age of rapid IT-developments and digitalization? How to guarantee employability? What to expect from our employees and what is the employers’ responsibility? This theme session ‘The Learning Organization’ was initiated by CC Labour Market & Education to explore all kind of such issues.
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March 6, 2017
CodePact: all children digital savvy
Partners and friends of CodePact are stepping up to give as many children and young adults as possible the needed digital skills.
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February 9, 2017
IT professionals talk about their profession
On Wednesday evening February 8th, 2017, the Leonardo College in Leiden organized “profession speed dates”.
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February 3, 2017
Eleven VIVAT employees started the Data Expert Program JADS
Eleven employees of VIVAT started on Friday the 27th of January with the Data Expert Program at the Jheronimus Academy of Data Science (JADS) gestart.
Diversity & Inclusion events
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CEG HR Management | Engaging and retaining unique Talent | KvK | Utrecht UtrechtHR advisors, business partners, recruiters and Talent development leads take part in this Knowledgegroup (CEG). The members of the CEG share knowledge and experiences about subjects like: How to attract IT talent? How to retain IT talent? Up- and reskilling of (IT) colleagues, further development of digital skills, online learning and agile working. In this meeting the Chambre of Commerce wil present her HR strategy.
11 Nov -
CEG Management Support | Workshop on Copilot within Microsoft365Damen Shipyards GorinchemThis CEG unites the assistants of the member CIOs. The rapidly digitizing working environment and working virtual require a high demand of the flexibility and adjustment skils of the management assistant. The meeting highlights current challenges. On the agenda for example best practices to challenge the issues, break-outs and tips from other assistants and/or an expert.
14 Nov