A Deep Dive into Inclusion and Equality: Insights from the EAPM Webinar
In an insightful webinar hosted by The Association of Human Resources in Iceland (Mannaudur) where leaders and experts from across Europe came together to discuss the pressing issues of inclusion and equality in the workplace. The panel featured David Ducheyne (Belgium), Ásdís Eir Símonardóttir and Sóley Tómasdóttir (Iceland), and Solveiga Grudienė (Lithuania) and chaired by Bec Normand, EAPM Secretariat. This conversation shed light on the progress, challenges, and actionable strategies to foster inclusive cultures within organisations.
Europe Leading the Way in Equality
Europe dominates the Global Gender Gap Index, where Iceland once again topped the rankings. Ásdís emphasised that Iceland’s success stems from its pay equity legislation, mandating organisations to routinely assess and address gender pay gaps. However, she pointed out that pay equity does not equate to true inclusion—a broader, ongoing commitment is essential.
David expanded on this idea, highlighting that inclusion goes beyond metrics like pay. It’s about justice, belonging, and valuing individuality. Solveiga reinforced this, adding that while Lithuania is still building its inclusion framework, societal norms are shifting, driven by education and EU-wide standards.
Barriers to Inclusion
Panelists identified several barriers to achieving true inclusivity:
- Unconscious Bias
Ásdís explained that unconscious biases often undermine well-intentioned inclusion efforts. Organisations must actively identify and address these biases to avoid slipping back into exclusive practices. - Societal Norms and Closed Cultures
Solveiga noted that closed cultural mindsets hinder inclusivity, particularly in historically monocultural societies. Change is possible through education and leadership, as younger generations bring more inclusive values into workplaces. - Complacency
Several panelists warned of the danger of assuming progress is “enough.” Inclusivity requires continuous effort and vigilance to prevent regression.
Practical Steps for Organisations
The panel offered actionable strategies for companies aiming to foster inclusivity:
- Start with Employee Insights
Sóley stressed the importance of listening to employees to establish a baseline of inclusivity. Gathering candid feedback through surveys or interviews can reveal hidden issues. - Empower Leadership
David emphasised educating leaders about inclusion’s importance and their role in promoting equitable practices. Leadership sets the tone for organisational culture. - Reevaluate Practices
From recruitment to onboarding and beyond, every process should be reviewed for unintentional exclusivity. Initiatives like blind hiring and inclusive job descriptions can help. - Measure and Benchmark Progress
Ásdís shared Iceland’s example of a national inclusion index, allowing companies to benchmark themselves against peers. Such tangible measures motivate organisations to track and improve their efforts systematically. - Foster a Safe, Open Culture
Creating psychological safety where employees feel comfortable discussing challenges or pointing out microaggressions is vital. Mistakes should be viewed as opportunities for learning rather than failures.
Inclusion’s Impact on Innovation and Performance
Research consistently links inclusivity with greater innovation and organisational vitality. Solveiga highlighted real-world examples, such as companies hiring Ukrainian refugees. These hires not only supported humanitarian efforts but also brought fresh perspectives and ideas, enriching workplace culture.
David observed that inclusivity reduces internal conflicts, fostering cohesion and better communication. When everyone feels valued, organisations become more adaptable and innovative.
Looking Ahead: The Future of Inclusion
The webinar concluded with reflections on what the future might hold for inclusion and equality:
- Ásdís expressed hope for fiercer competition at the top of the Global Gender Gap Index, pushing all countries toward greater equity.
- David was cautiously optimistic, warning against global backslides in diversity and inclusion initiatives but emphasising the need for ongoing commitment.
- Solveiga envisioned a future where inclusivity becomes routine, no longer requiring significant focus because it’s embedded in organisational DNA.
Sóley’s parting thought underscored the importance of humility and self-reflection in building inclusive workplaces. Mistakes are inevitable, but they offer valuable opportunities to grow and adapt.
Final Thoughts
This EAPM webinar was a powerful reminder that inclusion is both a journey and a destination. By prioritising justice, listening to employees, and embedding inclusivity into every organisational process, companies can build workplaces where everyone thrives. As David aptly put it, “Inclusivity isn’t just good for business—it’s the right thing to do.”
The path forward is clear: courageous leadership, continuous effort, and a collective commitment to making inclusion a lived reality.