Diversity & Inclusion

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.

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.

Diversity & Inclusion news

Research on labour market shortages, help us reach 100 and help yourself!

2024-04-17 Human Capital Agenda ICT .jpgMonday 24 June 2024 12:26 The shortage of qualified ICT talent is a brake on growth for many organisations. Together with other organisations, we are committed to tackling this challenge. We would like to ask for the help of our members by filling out a survey. full story

Blog: ProRail sponsors the next generation of IT professionals

2024-06-24  Blog Evy KalkerFriday 21 June 2024 14:45 I solved the mini Rubik's Cube again in no time and the maze key rings were quickly busted, but the Beta Olympiad, on the other hand, is unbreakable in my memory. I'm sure I'm not alone in that. Nod if warm memories spring to mind now too. full story

Blog: What if no new management assistants graduate in five years' time?

2023-09-12  Blog Judith van der KolkMonday 18 September 2023 12:00 Times are changing. But who then makes the complex appointments, who makes sure the agenda is correct, who is the person in the background who arranges everything? Read more in the current blog by Judith van der Kolk from Spaarne hospital. full story

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Diversity & Inclusion events

  1. (Fe)male IT Leaders Network: 'Strategy eats culture for breakfast' | VieCuri Venlo Venlo

    A live meeting for and by female CIOs and IT executives. The purpose of this meeting is to strengthen and help each other and build a close network of female IT executives.

    This time we are also inviting all our CIOs and IT Leaders: He/she/them!

    12 Sep
  2. CEG Management Support | Damen Shipyards Gorinchem

    This 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

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