The implementation of Diversity and Inclusion (D&I) practices represents an increasingly natural direction that companies in Romania should integrate into their business and employer branding strategies, as well as their Environmental, Social, and Corporate Governance (ESG) policies. In 2024, the percentage of large and medium-sized organizations in Romania allocating annual budgets to support D&I strategies could exceed 40%, according to representatives from Open Minds – the Association for Diversity and Inclusion.
This estimate comes in the context of a study by MKOR (2020) indicating that only 33% of large companies allocate such an annual budget. The effects of the lack of budget allocation were felt in 2023 when 77% of employees stated that they did not participate in diversity and inclusion training sessions.
Romania is the country where cultural and social barriers influence the speed of adoption and implementation of D&I policies, especially in regions where traditional norms and values prevail. In 2023, according to the most recent MKOR study (October 2023), an increasing number of employees believe that prejudices (37%) and ignorance (36%) are the most significant limitations in ensuring workplace diversity.
„The purpose of D&I initiatives is broad and encompasses all dimensions of diversity, aiming to create inclusive and equitable environments for everyone. However, reality shows that there are still many issues to be addressed to achieve these goals. It is important to mention that 4 out of 10 employees have personally experienced or witnessed discriminatory situations in the workplace, especially due to political orientation, ethnic background, and older age. We aim to promote organizational cultures that encourage openness and acceptance for all, providing an environment where people with disabilities can integrate, where employees with different sexual orientations and gender identities can feel safe to express their individuality, and where both women and men have equal opportunities to access a variety of professions and positions. Our commitment to addressing social inequalities, visible also within organizations, represents a responsibility that we should all share”, stated Irina Georgescu, Executive Director of Open Minds – the Association for Diversity and Inclusion.
Employees need to be aware of the D&I policies and strategies within organizations
Diversity is a reality within organizations, but according to a study conducted by McKinsey & Company in partnership with the World Economic Forum (2022)****, progress in implementing D&I initiatives is slow. At the current pace, for example, it will take another 151 years to narrow gender gaps, with economic repercussions felt globally. Another relevant study, conducted by NICE and co-funded by the EU (March 2023)*****, highlights that 80% of employees have not participated in training sessions on inclusive language.
Regarding underrepresented categories that organizations focus on, the same report highlights that 86% of organizations focus on gender diversity, 63% address the inclusion of people with disabilities, 54% target the inclusion of ethnic or religious groups, and 54% are concerned about the aging workforce, paying attention to balancing the mix of young and senior employees.
Furthermore, considering the positioning of Generation Z in relation to organizational identity, a study conducted by Gympass******, the world’s largest corporate well-being platform, shows that they are reevaluating their relationship with work and would quit their job if the organization does not focus on employees’ well-being. In a study conducted by IZI Data in April 2023, regarding the public’s perception of companies’ sustainability commitments, more than 8 out of 10 Romanians believe that there are few brands taking concrete actions oriented towards the community.
Although organizations in Romania have begun to understand the need behind diversity and inclusion concerns (DEIB – Diversity, Equity, Inclusion, and Belonging), it is necessary for the D&I strategy to be integrated into the business strategy to ensure beneficial and lasting changes, according to Open Minds Association. The formation and support of Employee Resource Groups (ERGs) represent a key step in the acceptance process, as it involves the direct and active involvement of employees in D&I programs.
In this regard, Open Minds Association is preparing a conference dedicated to Diversity and Inclusion, aimed at bringing together experts in the field to address the issues faced by underrepresented communities in Romania and to connect themes and trends with the real needs in Romania.
* Omnibus study conducted by IZI Data for the Sustainability Embassy in Romania, in 2023: https://ambasadasustenabilitatii.ro/wp-content/uploads/2023/04/Raport-AmbasadaSustenabilitatii_IZI-data_19.04.2023.pdf
**MKOR Study, 2023: https://mkor.ro/studii/diversitatea-incluziunea-companii-perspectiva-angajatilor/
*** MKOR Study, 2020: https://mkor.ro/studii/diversitate-incluziune-organizatii-romania-2020/
**** McKinsey & Company Study, 2022: https://www3.weforum.org/docs/WEF_Global_Parity_Alliance_2023.pdf
***** NICE Study, co-funded of UE, March 2023: file:///C:/Users/a/Downloads/D2.1-Comparative-Best-Practices-Report_WEB.pdf
****** Gympass Study, 2023: https://gympass.com/en-us/resources/report?utm_source=demand-gen&utm_medium=blog-post&utm_campaign=us-b2b-work-life-wellness-report-1122&utm_content=wlw&utm_term=press