Just put yourself in the shoes of a Syrian, a Ugandan, a Ukrainian: you will have learned something, have a nice job, and suddenly due to circumstances you have to leave your country and start again somewhere... How would you feel?

Please note: this article was translated using a translator app

Janine Vos is Chief Human Resource Officer at Rabobank. In that role she is responsible for the people axis within the bank. What journey do you experience when you arrive as a new colleague, what is your experience of Rabobank as an employer, how can you develop yourself and feel at home - these are all important themes in her work. “You can change everything in an organization, but ultimately it is the people who make the difference. That's where my heart lies. Creating opportunities for people, allowing them to flourish and thus the organization as well.”

Equality of opportunity

 Diversity and inclusion (D&I) is an important topic within Rabobank. It is not without reason that Rabobank has been a partner of Refugee Talent Hub for a number of years and that someone has recently been seconded every six months (read the double interview with Chantalle Stottelaar and Janine Vos here ). Janine: “D&I is what we called it, but it now goes further than that. For me it's about who gets the opportunities; it is about equality of opportunity, i.e. diversity, equality of opportunity & inclusion (DEI). When I think back to my own career, for example, I think of the opportunities I was given at the right times by key figures. What would have happened if I hadn't had those opportunities? You can open a door for someone, be a key figure.” “Some people get more opportunities than others. Fortunately, this is increasingly recognized and there is more awareness around that theme. Your background, (the status of) your parents, your orientation, who you meet... it's not just hard work that gets you further. I think it is important that we as Rabobank are also aware of this and are committed to greater equality of opportunity.”

Refugees and work: a snowball

 DEI is a very broad theme – what does Rabobank specifically focus on? “All groups within DEI deserve attention, but if you want to make a difference, you shouldn't want to do everything. And at Rabobank we want to make a difference. Our mission is 'growing a better world together'. If we want to bring about something, the ripple effect, then we have to look where our impact can be greatest.” explains Janine. “I always call that 'our snowball'.”

 “With regard to the issue of a tight labor market, we explicitly focus on the contribution of refugees. Refugees are one of our focus points. If you link this to the tight labor market, you have a very nice win-win. Then we can also show that it produces results. We believe in the combination of talent and the right opportunities. This has a positive impact on the business and this success then leads to a snowball effect in the organization.”

Canvas ceiling

 Refugee Talent Hub colleague Sam van Grondelle conducted research into the canvas ceiling : factors that hinder the integration of refugees into the labor market. These factors are individual, organizational-institutional and social. The organizational-institutional aspects include, for example, recruitment procedures, unconscious biases, and the culture within the organization. How do you view this from Rabobank?

 “I think there are always things we can improve – we learn a lot ourselves. To give you an example: I see a tension between not wanting to label people, but still offering them extra support. And that is tailor-made, because every newcomer has different needs - from culture or from themselves. In addition, there are more unwritten rules than we as “Dutch” are aware of – after all, we grew up with them. At Rabobank we are now looking at how we can better explain these unwritten rules and how we can find the right balance between 'having a story' and 'just being a colleague'.”

The person behind the story

 “In April 2019, Rabobank expressed the ambition to hire at least 60 refugees in two years, and we have already more than achieved this ambition. That is of course fantastic and gives a lot of pride. But what I find most valuable, and have also been able to see here at Rabobank, is the human side: when our colleagues look behind the stories. Then 'a refugee' simply becomes a human being. A colleague. Someone who offers added value in your team and in the organization.”

What if it happened to you?

 “Can I add one more thing? I think the most important thing is that - if you are a leader in an organization - you put yourself in the shoes of a Syrian, a Ugandan, a Ukrainian: you have only learned something, have a nice job, and suddenly you have to leaving your country due to circumstances and starting over somewhere... How would you feel then? Then you also want people to think in terms of possibilities and to look at you as a 'person with talent'? That is why I would like to give employers two tips:

1.  Look behind the facts – contact Refugee Talent Hub or a similar organization and be inspired. It always starts with something small. The ripple effect.
2.  Choose your position and start that snowball. That's how you create change.”

Valuable ambition

The second Dutch Business Summit on Refugees will take place on April 8. The place for employers to share ambitions and inspiration in the field of refugees and work. Naturally, Rabobank will also be present. “With our experience over the past few years and our ambition to make an even greater impact in this area, one of our goals is to inspire fellow employers.” Janine indicates. “What are we focusing on in the next few years? Maximum retention of these talented people!”