Integrating DEI Through the Barrier of a Complex Landscape

Europe

When it comes to DEI in Europe, it is imperative to consider that it is a diverse continent with an extensive mix of cultures, languages, histories, refugees, asylum seekers and migrants. So, when developing an impactful plan for building a diverse and enterprising workforce, keep the abilities and qualities of each group in mind.

Integrating DEI Through the Barrier of a Complex Landscape

Building tailored DEI solutions in Europe, the Middle East and Africa (EMEA) can prove challenging, as the region is home to multicultural people, languages and cultures. There are also complex regulatory and legislative issues to navigate. It can be challenging to collect demographic data around ethnicity, for example, which not all countries collect, so it’s important to work with the information you can obtain, like place of birth or country of origin. Working with a partner that understands these unique challenges and needs can help.

Komal Jethva
Programme Manager, Marketplace Diversity Solutions - EMEA
LinkedIn | Email

Advancement of Initiatives for Disability and Accessibility

Recent legislative advancements for disability and accessibility have inspired the launch of the EU Strategy on the Rights of Persons with Disabilities that aims to improve the lives of people with disabilities.

The EU Strategy has developed the Disability Employment Package to help professionals enter the

labour market by advocating for reasonable accommodations in the workplace. However, reports suggest that important issues like poverty, inadequate social protection and intersectionality have yet to be addressed. This is especially true for women since many policies do not address the additional gender bias women often face.

The language on disability is evolving

The medical model of disability says people are disabled by their impairments or differences. The medical model looks at what is 'wrong' with the person, not what the person needs. This can create low expectations and lead to people losing independence, choice and control in their lives.

Alternatively, the social model of disability, developed by disabled people and disability rights advocates, says that people are disabled by barriers in society, not by their impairment or difference. These barriers can be physical, like accessible toilets, or shaped by people's attitudes to difference, like assumptions of what people can or can’t do. Removing these barriers creates equality and offers more independence, choice and control. Source: Scope.org

Legislation is often based on the legal definition of disability and the medical model, which looks at what is ‘wrong’ with the person and not what the person needs. It is imperative that organisations start to take heed of the social model of disability.

Employing a view of the world from the perspective of the disability community in order to better understand their experience could prove more effective in improving inclusive practices. Organisations can start advances in workforce inclusion by recognizing that a disability could be acquired by anyone at any point in one’s life and that a disability can be visible or non-visible.

It is crucial to be aware that different cultures and communities within the EMEA region may have unique preferences or terminology related to disabilities. It is always respectful to listen to and honour individuals' preferences if they express them. Additionally, staying informed about local guidelines, organisations and initiatives that advocate for the rights and dignity of the disability community can further enhance understanding and inclusivity.

Watch the video above to learn more about the Social Model of disability from Scope, a disability equality charity in England and Wales.

Facts and Figures from the EU:
People Living with Disabilities in Europe

87M

people in the EU are estimated to have a disability

50.8%

employment rate, compared to 75% for the general population

28.4%

are at risk of poverty or social exclusion, compared to 17.8% of the general population

55%

are women

66%

of women have experienced sexual harrassment

30%

estimated pay gap between
men and women

A Focus on Workplace Ethnic and Multicultural Diversity

The EU has a multiculturally and ethnically diverse community that makes DEI initiatives both imperative and challenging. To address the unique needs of the European market, the Council of Europe has established the European Commission Against Racism and Intolerance. This independent, 46-member group monitors issues relating to race and evaluates each national legal structure.

Even though the EU is making progress in eliminating racial discrimination, more can be done. For instance, the Scandinavian countries champion racial equality; however, recent events in the region show that it is not a ‘racial paradise’ for non-Europeans due to incidents of hate speech, assault and discrimination directed at them, particularly Muslims. With that, policymakers are working hard to make Europe a model of equality. For the past three years, the EU has created legislation, strategies and action plans such as the Anti-Racism Action Plan and Roma Strategic Framework, and funds voluntary aid initiatives.

In addition, the Commission assists affected persons or minority groups to address groups and countries that failed to protect them from acts of discrimination, including those in the workplace.

2022 Top European Countries for Racial Equality

Iceland and the United Kingdom are among the best countries in the world for racial equality, followed by Poland and Germany. Hungary and Ukraine are lagging behind at 20 spots below. Meanwhile, Russia and Bulgaria are ranked among the worst countries for racial equality. Source: U.S. News & World Report

Addressing Gender Inequality and Pay Gaps

According to a 2022 study that investigated gender differences in workforce tasks, men and women with similar skills and experience were still subject to different expectations.

Women are less involved in managerial and organisational tasks than men.
Women working in male-dominated industries also enjoy less autonomy in terms of workplace tasks.

Deeply rooted gender stereotypes are a significant challenge that impedes the integration of gender parity DEI initiatives in EMEA. Stereotypes like women being too emotional hinder society from seeing women as true leaders.

The EU is also facing a gender pay gap, which it is addressing by implementing a new pay transparency rule. Employers with more than 100 employees are required to disclose their gender pay gap, and member states are to penalize organisations that do not comply. These initiatives are not just the right thing to do. They are a business imperative as companies with greater gender diversity in their executive teams are 25% more likely to outperform their industry profitability average.

Gender equality index across Europe has increased, due to a larger number of women on board panels, with the healthcare industry driving the highest increases for women for money and work.

Top EU Countries for 2022 Global Gender Gap Index

Source: World Economic Forum