Bernard Vanneste – “I joined bpost 40 years ago as a postman and now, thanks to the opportunities that exist at bpost and the support and encouragement of my managers, I’m a project manager focused on rolling out an approach to diversity and inclusion at bpost.”

bpost group wants to be an inclusive employer and encourages diversity. Everyone is given opportunities and space to grow at bpost group. Being able to make a contribution in my role as a project manager is a dream, because diversity and inclusion are personally very close to my heart. I’ve wanted to bring people together since I was little.

And I read, hear and see that more and more companies are working to create an inclusive environment. A place where everyone feels welcome and where everyone is treated with respect. That’s understandable, because a diverse, inclusive workplace is a source of lots of proven benefits, as well as a clear social, political, ethical and moral responsibility. Studies show that highly diverse companies that invest in inclusion perform better. And current and future employees say that diversity in the workplace is very important to them, which has a positive effect on your employer brand, recruitment and retention.

This issue has been given a lot of attention at bpost group, which has always been internally driven. In Belgium alone, more than 27,000 people work together, every day. We reflect the complex, challenging but precious diversity in our society. That’s why management needs recommendations and guidelines to ensure this all goes smoothly.

We’re doing this step by step within our large organisation. We launched a pilot project at the New Brussels X sorting centre. That’s now been extended to Antwerp and other sites in Brussels… And along the way, we’ve been able to identify a few factors that have a positive impact on diversity policy. I’d like to share them with you:

1. Sponsorship and ownership: To get a positive effect throughout the company, it’s down to senior management to inspire engagement. The highest echelons of the organisation have to be onboard from the start, because they will challenge, validate and sponsor the various initiatives. Local business managers need to be aware of the engagement required of them and the role they play in incorporating diversity into their management.
2. Integrated vision: Diversity and inclusion are integral to bpost group’s five-year wellbeing plan. One-shot campaigns are great; they can get rapid results, encourage and inspire people. But you need a vision, follow-up and the ability to make adjustments.
3. Ambassadors: Try to adopt a top-down and a bottom-up approach. Colleagues who act as role models make it easier to roll the campaign out successfully. I’m delighted at how easy it is to find ambassadors at bpost. Positively engaged people who want to front the campaign, help spread the message or start a conversation.
4. Continuous communication: We have to keep talking about diversity and inclusion in our organisation, it needs to be at the top of our minds. It’s essential to be consistent and clear in our local and corporate communications. To keep fuelling the conversation about diversity and inclusion, through existing channels and in innovative ways.
5. Tools: Managers need clear guidelines and tools they can rely on. You have to nurture a sense that these things are non-negotiable. We’ve put together a toolbox with lots of support material, which we’ve made available on the intranet for the whole bpost group. It includes a code of conduct, a FAQ, e-trainings, a brochure... Investing in communication, training and people is vital, but you need direct, accessible tools to be able to firmly establish this philosophy.
6. External inspiration: You’ll know that we’re lacking some expertise inhouse. At bpost we work with organisations like Unia and Allyens, which do have it. Unia supports us with analyses and training. Allyens is focused on communication.
7. Networking: Don’t need to reinvent the wheel. An external and internal network is a valuable source of best practices, advice and support. By taking on a role in society, breaking trends and creating awareness as a company, you can drive change.

One last tip? Establish a dialogue with your target groups to support your project, however great or small it may be. People inside and outside bpost know I’m happy to be challenged????. Dialogue is an organic process that depends on what’s on the table at any one time.