Diversity in the workplace is still hard to find. Research by the Social Cultural Planning Office shows that Dutch people with a non-Western background are still three times as likely to be unemployed as people with a Western background. Yet the majority of employers indicate that they want to be diverse. Why is that so difficult?

Please note: this article was translated using a translator app

A story from a big heart

 Peter is team manager at Sweco. He is at the helm of a diverse team. His story is absolutely not a story of 'look at me doing well'. No. Peter has a big heart and that, in combination with a good dose of common sense, means that he succeeds in putting together a diverse team. Peter: “A while ago I got to know the Refugee Talent Hub. A program that helps status holders find work. And that's how I met Omar.

The right help

 Omar: “My family and I are from Syria. In 2012 I fled to Egypt because of the war. There I obtained my civil engineering degree and two master's degrees. Then I left for the Netherlands. I immediately started looking for work, but that didn't work out, despite my diplomas. My refugee status didn't help. I applied countless times and even considered moving back to the Middle East. But the municipality insisted on looking for work in the Netherlands. If necessary, something for which I did not need my diploma, for example in logistics. I would like to work, but I didn't study for nothing.”

To dream

 “The Refugee Talent Hub was my last hope. I applied for a job, met Peter and have been working at Sweco ever since. Peter is very nice, calm and puts me at ease. He explains everything well and we have the same values. This allows me to be myself. It sounds great now, but the application period gave me a lot of stress. I receive benefits. That's enough to live, but I'm young and I have more dreams. I like to exercise, go outside, meet with friends and contribute to society. I also have to get used to the Dutch work culture. In the Middle East you have to go straight to work on your first day. Here I was first allowed to meet colleagues and read up on them. The relationship between colleagues is also different here. It is much more informal and less hierarchical here. I really like that, because it allows me to talk to the team about our different customs and cultures.”

Feel at home

 Peter: “It's nice to see that Omar has been completely included in the team, but the team found that quite difficult in the beginning. What you especially have to realize with a diverse team is that you have to put energy into it. First of all, by openly discussing with each other how everyone works and how you like to work. For example, by having a cup of coffee together and talking about home, friends and what interests you outside of work. In addition, you must make good agreements with each other; you have to take into account that there is someone on the team who can take a little longer. Or that language is sometimes a barrier. And when things don't go so well, you take that little bit for granted. My team itself has a responsibility in this. If something doesn't work out, they shouldn't look directly at me. I always say: if I have to play the boss, something is going wrong. I facilitate, support and help where necessary, but you have to do it. This is now running very well in our team and everyone feels at home.”

A diverse team makes the difference

 “I'm really happy with people like Omar. He is a tremendous go-getter and his motivation is very good. It would be fantastic if more managers dared to have a diverse team. It helps us see what else is going on in the world, that our way of thinking is not the only one and that ultimately produces sharper content. I can imagine that as a manager you find it quite exciting to hire someone with a different background. But discuss this with each other and then you do it together. And if you ask me: just do it. We want to be diverse. So let's just do it. It's not that complicated. Start by hiring one person. Did that go well? Then you hire someone else. This is how we create teams with different backgrounds and different insights. And we need those insights to make a difference for our customers.”

Want to know more about working at Sweco?

 Are you also interested in working at Sweco? Then keep an extra close eye on our social media and newsletter: we will organize a speed date on October 4 and a new mentor program will start on November 1!