CSR Voice: Luxembourg on Building a more Inclusive Society
CSR Voice is the new blog series dedicated to exploring key global sustainability issues locally, together with CSR Europe’s National Partner Organisations.
The month of May marks European Diversity Month across the EU. Together with the European Commission, CSR Europe is calling on companies and organisations across Europe to join forces with us and shine a spotlight on the importance of diversity and inclusion in the workplace and in society.
For the occasion, we sat down with Nancy Thomas, Director of the leading CSR Network IMS Luxembourg and member of the Board of Directors of CSR Europe, to take stock of companies’ approaches to diversity and how we can build a more inclusive society together.
What’s the status of diversity and inclusion in Luxembourgish enterprises?
In Luxembourg, seven legal criteria fixed by law are transposed into the Labour Code. Any direct or indirect discrimination based on religion or convictions, disability, age, sexual orientation, membership, or non-membership real or supposed of a race or ethnic group is prohibited. The Luxembourg law also protects equality between women and men and pregnancy and maternity.
To go further, companies are welcomed to sign the Diversity Charter Lëtzebuerg carried by IMS Luxembourg. It is a national commitment text proposed for signature to any organisation in Luxembourg wishing to commit to diversity promotion and management through concrete actions beyond legal obligations.
Every three years we present the “Diversity & Companies Lëtzebuerg” barometer, which results from the analysis of the committed signatories' questionnaires. Last December, the Diversity Charter Lëtzebuerg, supported by IMS Luxembourg in collaboration with the Ministry for Family, Integration, and the Greater Region, and LISER, released the fourth barometer. The signatories' diversity management policies have undeniably had positive impacts, and even better, the observed effects respond precisely to the 2021 challenges faced by companies.
How are you supporting companies to advance on this agenda? What are the main challenges you face at the national level?
We support companies by offering them a wide range of concreate actions events, workshops, and conferences to help them build their diversity strategy. People can exchange among peers and inspire themselves. A lot of resources are also available online, and we have a dedicated website on which every content is easily downloadable, including guides, checklist, barometer, etc.. In addition, by signing the Diversity Charter, companies have a few duties to fulfil; share at least one best practice every other year and answer the barometer questionnaire every three years. Companies can thus track the progress made and challenges that still have to be met.
On a national level, we need to create an inclusive culture that must energise all company functions. Just like for other sustainability issues, diversity and inclusion cannot be the concern of one or two people. All staff should be and feel concerned. These are divisive subjects, and we need to promote education, awareness, strong words from the leaders, procedures in case of deviation, etc. The main goal is to create a framework of trust where everyone feels free to express their uniqueness. The main challenge is to spread the idea that diversity is a real advantage. Companies have everything to gain by defending and engaging with it, especially in their employees' performance, implication, and commitment.
IMS Luxembourg has been the coordinator of the Luxembourgish Diversity Charter since 2012.
How has companies’ approach to this sustainability challenge changed over the course of the years?
2022 marks the 10th anniversary of the Diversity Charter Lëtzebuerg. In a decade, I have witnessed the change in companies’ mindsets and their willingness to act and engage further to create an inclusive workplace. We have now more than 200 signatories of the Diversity Charter in Luxembourg. The charter is officially signed by the CEO, which is an excellent first step to showing an organisation's commitment. Companies are progressing and sharing best practices, but there is still a long way to go, for example, regarding disability in companies. Diversity should be seen as a strength, and unfortunately, that is not always the case.
There is a growing interest from employees and new joiners to be part of a company that is involved and takes a stand on diversity issues making it more difficult for companies not to engage on a strategic and organisational level. Embracing diversity means for companies to take many parameters into account. The task is not easy, but solutions do exist, whatever company’s size. A few years ago, companies were interested in only a few topics regarding diversity, and now they are looking at the bigger picture.
May is the European Diversity Month and this year’s theme is dedicated to building bridges. Building bridges between organisations and areas of inclusion and diversity policy, such as race, gender, and age.
What do you have in store for this year?
So much! First, for the eighth consecutive year, every organisation is invited to act during the Diversity Day on May 12th. We will celebrate the 10th anniversary of the Diversity Charter Lëtzebuerg on May 18th. We will welcome the author, entrepreneur, and former soccer player Ouissem Belgacem to exchange on how to build an inclusive workplace. During the month, organisations are invited to share a one-minute video on social networks whether they signed the Charter 10 years ago, 5 years ago, or yesterday.
Since the beginning of this year, we have offered the signatories the possibility of participating in an Autonomous Working Group (AWG) led by an ambassador signatory company. Composed of professionals from signatory organisations, these working groups allow them to resolve current "diversity" issues in line with the Charter's strategy. These projects, which take place for one to two years, aim to produce and share knowledge at the national, European, and international levels. There are 4 active autonomous working groups: Age and intergenerational management; Gender Diversity in Luxembourg; Analysis of LGBTI issues in Luxembourg companies; managing long absences, employee return, and reintegration. We are looking forward to the results and best practices that will come out from those groups.
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