The second List of employers advanced in the field of diversity management and inclusion in Poland, selected as a result of the Diversity IN Check survey conducted in 2022, includes 38 companies and organizations. A detailed report from this year’s edition of the survey was created – containing conclusions and recommendations for the organization.

The questionnaire used in the survey is based on internationally recognised standards and guidelines (m.in: Sustainable Development Goals, ISO 26000 and 30415, GRI Standards, OECD Guidelines for Multinational Enterprises), consists of 62 questions and is divided into 5 thematic areas: governance fundamentals, programmes and activities, engagement building, result indicators and covid-19.

– It is worth (…) paying attention to several elements: employers are getting better at managing D&I topics, implementing formal foundations and mechanisms for building inclusive organizations, although they still have a lot to do in the field of specific pro-employee programs. There is still practically no topic of supporting people with caring responsibilities towards dependent adults. At the same time, it can be seen that employers are more and more willing to support fathers in caring roles. Still, a large part of the organization does not monitor important indicators regarding, for example, the degree of use of the previously mentioned paternity leave. The very good news is that employees of the companies participating in the DINC survey apparently appreciate their efforts to build an inclusive work environment – wrote Marzena Strzelczak, President and CEO of the Responsible Business Forum, in the introduction to the report.

Selected results of the study:

• In 98% of the companies/organizations surveyed, there is a separate position, team or advisory body for managing diversity and building an inclusive organizational culture, or tasks in this field are assigned to one of the positions from another area.
• Almost all of the companies/organizations surveyed (96%) have a diversity management strategy – almost half (47%) in the form of a separate document(s), 49% as part of the strategic document(s).
• A number of diversity dimensions were taken into account in the above documents – the most common were: gender (98%), disability (93%), sexual orientation (93%), nationality (91%) and age (91%). The least frequently indicated were the implementation of official tasks in the remote formula (42%) and trade union membership (49%).
• The principles of diversity and equality, which are included in the above-mentioned documents, are most often: the principle of equal opportunities in access to promotions (96%), the principle of equal treatment during the recruitment process (93%), the principle of equal opportunities in access to training and development (93%), the principle of equal pay (93%).
• Almost all companies/organizations (94%) have a procedure for reporting harassment, discrimination, mobbing or lack of respect for human rights in an anonymous manner for their employees.
• In 38% of companies/organizations there is a formal procedure for resolving reported cases of violations of the principles of respect for diversity, cases of discrimination, mobbing, harassment, indicating the persons responsible for handling reports and the path of proceedings.
• Most companies/organizations (72%) have programs/solutions dedicated to caregivers of children and/or adult dependents.
• As many as 53% of organizations do not take any actions directed at LGBT+ people, in 49% of organizations to people with disabilities, with 47% to people of different nationalities, origins, etc.

– The results obtained [in the study] indicate that diversity in Polish conditions is limited to the gender dimension. Employers, for the most part, are not focused in their HR policy on acquiring a variety of talents in the recruitment process. Although most of the actions taken meet the anti-discrimination requirements contained in the Labour Code, it is very rare to initiate programmes conducive to the creation of a diverse and inclusive workplace. [commentary on the results of research by Dr. Ewa Lisowska, professor at the Warsaw School of Economics]

Source: https://odpowiedzialnybiznes.pl/aktualno%C5%9Bci/czy-polscy-pracodawcy-dbaja-o-roznorodne-i-wlaczajace-zespoly-powstal-szczegolowy-raport-z-2-edycji-badania-diversity-in-check/

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.