Insights from the “Towards Inclusive Workplaces” event 22.1.25
During this online event, hosted by the EASWork and Way to Work projects, breakout room discussions brought together participants from various sectors to exchange experiences and ideas on how to build more inclusive workplaces. The breakout room discussions gathered professionals from sectors like tech, NGOs, hospitality, recruitment and education. They shared experiences and ideas on why diversity and inclusion matter and how to improve hiring, onboarding and workplace culture.
Participants agreed that diverse teams offer concrete benefits including broader knowledge, cultural insights and global flexibility. With ongoing labor shortages, inclusion is not just a value but a necessity. Especially when serving a diverse client base, different perspectives are essential. Language was highlighted as both a challenge and a tool. While multilingualism was embraced in some workplaces, strict language requirements still limit opportunities. Participants emphasized the value of offering language learning as support, not as a gatekeeping requirement. English recaps and translation tools help bridge gaps.
Inflexible systems and recruitment bias were seen as key obstacles. Foreign professionals are often underestimated or directed into internships instead of roles that match their skills. HR practices should shift toward team-based hiring and better recognition of international qualifications. Workplace culture also needs attention. Hiring someone doesn’t mean they are included. DEI training, peer support and open dialogue are critical. Some employees may not see the need for change, but awareness-building remains vital. Racism from clients or within organizations must also be addressed proactively.
Participants agreed that long-term DEI efforts need leadership commitment, follow-up and space for learning. True inclusion starts with recognizing barriers and involving everyone in change.
Key takeaways:
- Diversity brings value and addresses real workforce needs
- Language barriers should be eased with supportive solutions
- Recruitment must avoid bias and better recognize international skills
- Inclusion goes beyond hiring and needs cultural change
- Long-term DEI work requires strategy, training and leadership
