This year, UN Global Compact Network Netherlands is piloting two peer learning groups, one on Gender Equality and one on Climate Action. The goal is for the participating companies to learn more about these important topics, to dig into the challenges that they are facing, and to exchange best practices that can help overcome these challenges. This blog captures our companies’ peer learning journey.

Our fourth gender equality session was hosted by co-lead AkzoNobel and focused on hiring and retaining women employees. Participants joined from 13 organizations across diverse industries. It was our first online session, packed with content and best practices – we have the screenshots to prove it!

How can companies attract more women?

Many companies in the Netherlands want to hire more women to diversify their talent, but struggle, especially in male-dominated industries and for senior-management roles.

We were joined by experts Najat Saidi and Amy Cheung from Diversity Recruitment and Nikola Dimov, Global Head of Talent Acquisition from AkzoNobel, to discuss best practices to promote more women applicants, inclusive selection processes, and retention. Below are a few key takeaways.

Interestingly, Diversity Recruitment finds that men respond to both female and male descriptions, whereas women respond mostly to female descriptions. So, if your company aims to recruit more women employees, it’s worth using more feminine-coded language.

Describe behaviour instead of traits
Some traits resonate more with men than women, so wherever possible, use verbs rather than adjectives. For example: “You are results-oriented”, becomes “You set well-defined and achievable goals, both short-term and long-term that serve as a roadmap for their efforts.”

Minimise the requirements list & focus on transferable skills
Many companies look for a jack of all trades – someone who can do everything the job asks and more. To broaden the pool of applicants, it’s important companies only mention the essential job requirements, and are open to the complementary and transferable skills that a candidate brings.

AkzoNobel shared many other initiatives that they use to encourage female applications, such as: providing women employees coaching and support, creating development plans with them, enabling women candidates to connect with more senior women employees, and if an internal vacancy only attracts male applicants, opening up the vacancy externally. 

Focusing on the other side, Arcadis shared that they always include at least one man and woman in interview panels to diversify their selection team. For more guidance on inclusive recruitment and selection, check out the Social and Economic Council (SER)’s guidance in Dutch here.

How can companies retain women employees?

When our participants were asked what currently makes them stay in their jobs, the most common responses were their organisation’s ‘opportunities for growth’ and ‘workplace culture’. 

A global 2022 study by Deloitte echoes this. A lack of positive work-life balance and a lack of learning developments are respectively the second and third most important reasons for women to consider leaving their job. The number one reason? “Lack of flexibility for working times.” 

Multiple participants indicated that their company’s policies around (complete) remote working and working from abroad (for a maximum of two weeks) have indeed helped increase employees’ overall job satisfaction and retention. While some of these policies were informal, participants agreed that formalizing them could help increase organizations’ accountability to keep this flexibility. 

Additionally, participants were encouraged to connect with their government or public affairs teams to see how their company can work with the Dutch government to ensure daycare becomes more affordable for their employees, making it easier to work more hours if they wish.

Below you can find more reasons provided by Diversity Recruitment that have been found to support the retention of women employees in the Netherlands:

So many opportunities, so little time!

As you can tell, there are many ways for companies to hire and retain more women employees. Companies should closely monitor which initiatives are working and adjust as needed, because as Nikola explained, no one size fits all, but many are bound to fit. Our participants closed the session feeling excited, energized, inspired, and ready to ‘go, go, go’!

The next session will be on November 7 on the topic of Inclusive Marketing & Communications, co-hosted by Deloitte and Oxycom.

 “Businesses can have a significant influence on human rights for the better. This accelerator programme helps your company to have an impact on people’s lives around the world starting with employees, but also contract workers, and people in your supply chain. We are halfway in our journey to 2030, and to achieve the SDG goals extra efforts are needed to improve human rights. Join the programme to connect with peers and learn from each other to accelerate together.” – Merei Wagenaar, Executive Director, UN Global Compact Network Netherlands

Assessments by benchmark and ranking initiatives highlight that the majority of companies do not demonstrate practices that meet the requirements set by the UN Guiding Principles on Business and Human Rights. This may indicate that risks to workers and communities are not managed adequately despite growing awareness and commitments. Almost half (46.2%) of the biggest companies in the world failed to show any evidence of mitigating human rights issues in their supply chains. 

By joining the Business & Human Rights Accelerator, you receive an assessment of your company’s actual and potential adverse human rights impacts. You will also build an action plan so they can return to work to put their learnings into practice to drive change. Lastly, you’ll build an invaluable network of peers, UN partners and experts that will inspire you to shape your company’s human rights journey and advance a global movement.

This accelerator aims to engage 450 companies of all sizes across industries in more than 30 countries. In The Netherlands, we will be supported by our trusted partner the Social and Economic Council (SER). Read more about the programme at gcnetherlands.nl/business-human-rights.

Julie Hemels – Hoff

Communications Advisor

hoff@unglobalcompact.nl

In a world where the urgency of sustainable development is becoming increasingly evident, leaders are emerging from various sectors to champion transformative change. Simon Henzell-Thomas has taken on a new role that underlines his commitment to driving impactful change. We are pleased to introduce Simon Henzell-Thomas as a newly appointed Board Member of the UN Global Compact Network Netherlands.

Visionary leadership

Simon Henzell-Thomas is no stranger to the forefront of sustainable action. With a robust background at IKEA, the globally renowned Swedish home furnishing company, he is now playing an important role in shaping the company’s climate and nature agenda. At IKEA, the vision is clear: to create a better everyday life for people around the world. Simon’s role at Ingka Group, the largest IKEA franchisee, places him at the centre of the climate and nature agenda, driving ambitious goals for 2030 and 2050.

Collaboration for global influence

The motivation behind IKEA’s engagement with the UN Global Compact stems from a recognition of the complex challenges facing the world today. Simon Henzell-Thomas acknowledges the necessity of collaboration across sectors to effect rapid and meaningful change. Multinational businesses like IKEA recognize the potential of working alongside governments and the private sector to accelerate action toward the Sustainable Development Goals (SDGs).

“Challenges such as climate change, nature loss and inequality require all businesses to step up and also to collaborate across complex systems to make change happen fast.”

Aligning with the SDGs at every turn

IKEA’s commitment to making a positive impact aligns seamlessly with many of the SDGs. Simon Henzell-Thomas highlights the resonating connection between IKEA’s sustainability strategy, “People & Planet Positive,” and key SDGs. Notably, Goal 13 (Climate Action) and Goal 7 (Affordable and Clean Energy) stand out due to IKEA’s immense responsibility to combat climate change and its dedication to becoming climate-positive by 2030.

Simon emphasizes that a just transition is vital to IKEA’s approach, ensuring that climate action goes hand in hand with addressing inequality and supporting communities. IKEA continues to pioneer innovative ways to achieve these goals within its operations.

Personal commitment, collective change

Simon Henzell-Thomas’ dedication extends beyond the professional realm. He practices what he preaches, making conscious choices in his personal life that reflect his commitment to the SDGs. His adoption of a flexitarian diet, prioritizing plant-based meals and sustainable protein sources, and his preference for eco-friendly transportation are testament to his belief that individual actions ripple into collective impact.

“We are in a situation where we need to spend less time on the ‘why’ and more time on the ‘how.’ Businesses need less evangelists and more solutionists.”

Steering towards a brighter future

Simon Henzell-Thomas’ decision to join the UN Global Compact Network Netherlands’ board was driven by his unwavering passion for the organization’s mission and values. As a seasoned leader, he brings a wealth of experience in public affairs and partnerships to the table. His approach is rooted in listening, understanding challenges, and fostering collaborations that drive positive change.

A message of guidance and hope

For organizations and young professionals seeking to integrate the SDGs into their business and personal lives, Simon Henzell-Thomas offers invaluable advice. He emphasizes the need to shift focus from “why” to “how,” channelling energy into actionable solutions. He advocates for a collaborative approach that bridges differences and avoids negativity, reminding us that the power to shape the future lies within our grasp.

In the journey toward a sustainable world, Simon Henzell-Thomas emerges as a beacon of hope and action. His role as a Board Member of the UN Global Compact Network Netherlands promises to catalyze transformative change, both within organizations and at the individual level. Through his leadership, commitment, and forward-thinking approach, Simon paves the way for a brighter and more sustainable future for all.