OPIM Blog

Realizing Inclusion: Stories, Strategies, and Solutions from the DEI Forum 2024

2024-10-25 13:06 OPIM blog
Bringing marginalized groups to the center, the afternoon sessions of the DEI Forum 2024 highlighted practical solutions and powerful personal narratives essential to building an inclusive society. By focusing on the voices of underrepresented communities and strategies for generational collaboration, participants gained insights into the challenges faced and actions needed to drive meaningful change.

Breaking Down Barriers for Roma communities

The conference also spotlighted experiences of underrepresented groups. Mr. Bajger, CEO of Romano Jasnica, shared insights from his company's early days, noting that it took time to gain trust and recognition in the market. He emphasized how persistence and professionalism eventually won over skepticism. Similarly, Lucie Fuková, the Government Commissioner for Roma Minority Affairs, encouraged companies to declare themselves as Roma-friendly and establish scholarships for Roma students. She noted:
"Supporting the Roma community through direct engagement, rather than ignoring the issues, is key to breaking down longstanding prejudices.”

Championing Transgender Visibility and Rights

Lenka Králová (Pure Storage), the main moderator of the conference and a passionate advocate for transgender rights, addressed the ongoing fight for transgender visibility in her Lighntning Talk.
“We have always been here, and we will never go away,” she asserted, in remarks made at a recent parliamentary gathering.
Her words served as a powerful reminder that the transgender community will continue to exist and resist any efforts to erase their presence. Králová’s message resonated deeply with attendees, underscoring the importance of visibility and steadfastness in the face of adversity.

Generational Collaboration in the Workplace

Another keynote speaker Andrea Černá from Deloitte cited a recent survey showing that Gen Z and Millennials prioritize work-life balance above all, followed by financial benefits and flexible workplace structures.
"The survey revealed that their number one priority is a good work-life balance. Following closely are financial benefits and, in third place, strong workplace benefits—focusing on how their time and work are organized,"
This underscores the growing importance of flexibility and well-being in modern employment strategies.
The panel discussion titled What makes generations more united between Anna Palacká and Dennis Vymer from ThermoFisher Scientific and Michaela Kostelníková (Age Management) and moderated by Jaroslav Kramer (FinZeny) highlighted that while companies once focused on hiring young, dynamic employees for innovation, the growing awareness of the generation gap emphasizes the need for more inclusive approaches, recognizing that diversity across all age groups drives innovation and long-term success.

Three practical takeaways from the discussion:

  • Workplace Flexibility and Collaboration: Effective cooperation between generations requires tailoring communication and management strategies to the specific needs of each age group. Older and younger generations often communicate and work differently, so adjusting the language and approach to suit each group's preferences can bridge generational gaps and foster more productive collaboration.
  • Reverse Mentoring: Encouraging reverse mentoring, where younger employees mentor older colleagues on new technologies or trends, can create a more inclusive and respectful workplace. This approach fosters mutual learning and helps break down stereotypes or misconceptions between age groups.
  • Individualized Support for Workforce Aging: Age management should focus on the individual rather than on generalized assumptions about age groups. This means creating policies and programs based on data about what employees actually need, ensuring personalized support that promotes the well-being and development of every employee, regardless of their age.

The Road to Develop ERG: Resilience, Successes and Failures

One of the key insights from our panel discussion on Employee Resource Groups (ERGs) perfomed by Denisa Maternová (Albert), Jana Chodorová (Philip Morris Czech Republic) and moderated by Jan Kotík (Škoda Auto) is the importance of utilizing feedback loops. Regularly collecting feedback from ERG members and the broader employee base is crucial for tailoring activities and initiatives that resonate with your audience. Here are some effective strategies to implement this:

  • Conduct Surveys: Regularly distribute surveys to gather input on what employees want from their ERG experience. This helps identify their interests, preferred topics, and suggestions for improvement.
  • Hold One-on-One Discussions: Encourage ERG leaders to engage in direct conversations with members. These discussions can reveal deeper insights into individual experiences and foster a sense of community.
  • Analyze Participation Metrics: Keep track of attendance and engagement levels at ERG events. This data can help identify trends and preferences, allowing you to adjust your strategies accordingly.
  • Act on Feedback: Most importantly, demonstrate that you value employee input by implementing changes based on the feedback received. Communicate how their suggestions have influenced ERG activities, reinforcing a culture of collaboration and inclusivity.

By integrating these feedback loops, ERGs can remain relevant and impactful, ultimately driving engagement and participation within the organization.
In addition to the impactful discussions, the DEI Forum Conference offered a rich accompanying program designed to foster deeper engagement and practical learning. Participants had the opportunity to attend workshops, experience the Living Library, and take part in Equal Pay one-on-one consultations "Between Four Eyes" led by the Equal Pay Expert Team form the Ministry of Labour and Social Affairs. These sessions, along with many others, provided valuable resources and tools for attendees committed to advancing diversity, equity, and inclusion in their organizations.

Furthermore, the conference featured a dedicated baby corner led by the Babyoffice for parents with children, ensuring that all attendees could fully engage in the event.
As the conference drew to a close, it was clear that the journey toward an inclusive future involves not only dialogue but also action and collaboration across all levels of society.