HR plays a crucial role in fostering an equal and diverse work environment by implementing policies that promote inclusivity and prevent discrimination. On the back of Greentube’s recent success at the Best Workplaces™ Austria 2024 awards, and with Pride Month happening now, we spoke to HR Business Partner, Laura Schenkenberger, to find out what Greentube is currently doing to create an environment of equality, what our GPTW results mean now and for the future and much more.
With Pride month upon us, how important is it for a company to ensure all employees are treated equally and with respect regardless of their sexual orientation?
Pride Month serves as a great reminder to embrace equality and to keep creating a workplace where everyone feels valued and respected. Our employees’ well-being is of utmost importance to foster a positive workplace culture, and this can only be achieved if everyone is treated fairly. We believe that every employee should have the same opportunities regardless of their sexual orientation, and that inclusivity in the workplace contributes to the organization’s success. We are committed to ensuring that everyone feels heard and can contribute, because diverse perspectives are important for enhancing creativity, innovation, and performance.
Greentube once again finished in the top 5 of the GPTW awards in Austria. How well did we score on topics such as diversity and equality?
Great Place to Work measures diversity and equality across various factors including gender, age, sexual orientation, and race. Our employees rated all these dimensions positively, and we are pleased to match the results of the top companies in Austria. Particularly noteworthy are the outstanding results in equality based on sexual orientation and race. We are committed to maintaining this positive outcome also in the upcoming survey this year.
It is often said that HR should ‘lead by doing’ and be role models to others by creating an environment of open communication where employees feel safe sharing their experiences, concerns and ideas regarding diversity and inclusion. Do you think this is currently the case or is there room for improvement in this area?
Our HR team always has an open door for everyone to share their experiences, concerns, or ideas. Each business vertical has a dedicated HR Business Partner who serves as a trusted person for the respective employees. Additionally, there is an anonymous feedback box available for those who do not feel comfortable sharing sensitive topics in person. We take the time to address each topic and provide a response as soon as possible. We strive to support our employees and advocate for them, but we recognize there is always room for improvement, and we welcome feedback in this regard.
Do you think Greentube as a whole is doing a good job at creating an atmosphere where people are free to be themselves and feel comfortable or do we need to do more?
Greentube is an employer that promotes the importance of diversity and acceptance. The Great Place to Work survey measures this aspect by asking employees if they feel they can be themselves at their workplace. We are proud to say that our results in this area are in line with the best workplaces in Austria. According to the survey, fortunately, only 2% of our employees do not feel comfortable being themselves at work. Our aim is to ensure that these employees feel more accepted and safe in the future.
What is Greentube, and HR in particular, currently doing to further encourage inclusivity, equality and diversity in Austria and on a group level?
We are committed to fostering a work environment where everyone feels welcome, safe, and has equal opportunities, regardless of their background. Several initiatives have been implemented to ensure that both our applicants and employees are treated in a fair and respectful manner. Our recruitment process is designed to attract diverse talents through unbiased job descriptions and inclusive interview practices. We have training sessions in place for hiring managers to ensure that everyone is aware of these practices. Additionally, we provide various training opportunities for our employees to enhance their knowledge on important topics such as diversity and unconscious bias. Furthermore, we offer tailor-made development plans for all employees and consider their individual backgrounds and needs to ensure that each employee receives the necessary training to grow and develop within the organization.
What did you learn from GPTW results last year that resulted in real changes within the company on these topics? What are your plans for 2024 and beyond?
Last year, a significant focus of the questionnaire was on our benefits. We took the opportunity to evaluate our benefits and introduce new offerings for our employees based on their suggestions and wishes. In addition to this, it became evident that different departments have unique needs and challenges. To address this, we conducted focus groups within teams with lower survey results and implemented individual measures based on each team’s specific needs. This approach has proven successful, as this year’s results have shown improvement over last year’s. Given the increased scope this year, with 12 Greentube companies participating, it is even more crucial to focus on the individual needs of each company or business area. Therefore, we are continuing with this approach to ensure that we address the specific topics relevant to each entity effectively.
What policies have Greentube introduced over the years to encourage inclusion?
Most importantly, we have a Code of Conduct in place that specifically addresses diversity, inclusion, and non-discrimination. Additionally, we uphold an Equal Opportunities Policy, which ensures that all employees are provided with equal opportunities throughout the hiring process and throughout their entire employee lifecycle with the company. It is our priority to ensure that everyone, regardless of gender, age, sexual orientation, origin, or any other factor, has equal access to opportunities within our organization.
How difficult is it for a company to not be accused of pink washing when it comes to Pride? What does a company need to do to ensure that it is not only seen as an important topic for a month, but for the whole year?
A company must demonstrate genuine, long-term commitment to LGBTQ+ inclusivity and equality. This entails implementing concrete policies and practices that support all employees throughout the entire year, rather than just during Pride month. Additionally, fostering a culture of openness and acceptance where LGBTQ+ voices are not only heard but also valued is crucial.
What advice would you give to employees looking to become an ally or trying to inform themselves more about how they can support others?
To become an ally and effectively support others, start by educating yourself on the experiences and challenges faced by minorities. This can be achieved by actively listening and striving to gain a better understanding of these crucial topics. Additionally, there are several courses available on our online platforms Udemy and Cornerstone that you could attend to further educate yourself on these subjects.
If you encounter discriminatory behaviour in the workplace, speak up. Approach the situation with respect and supportiveness, and remain open to feedback and challenging your own biases. By adhering to these principles, you can play a meaningful role in creating an inclusive and psychologically safe environment for all employees.
Thank you for your time and answers Laura! If you want to find out more about Greentube and our services, check out additional articles HERE