Pride at work 

 SP: How do you try to be inclusive in your job interviews?
“Well, first of all, there’s a big difference between diversity and inclusion. To me, diversity is something that you can actually decide by yourself, e.g.: I want this and this percentage of men, women, religion,... in my company. Inclusiveness is really more about a feeling and it’s about people who feel inclusive. Diversity you can decide on, inclusiveness you have to create. It’s much more difficult and fragile.
So, when it comes to diversity, I have zero bias when I read resumes and interview people. As someone who is gay, this openness towards anyone is very important to me. And the results are there: we are a diverse agency in terms of nationalities and gender, sexual orientation and so on. I’m definitely proud of that.” 

“When talking about inclusivity, as I said, it’s more of a nuance. I have to look for people who have an open mind. This means I have to balance between what I’m legally allowed to ask and what I feel is necessary to understand the viewpoints of the person in front of me.  So it’s really trying to understand how open-minded and welcoming someone can be and if they will continue to do so with their colleagues. “
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SP: What do you do to make people feel at ease, let them know they can be honest?
“Firstly, with all candidates, I spend a lot of time talking about Serviceplan. I talk about what we do, who our clients are, who we are and what our values are, and how we prefer to treat people. I usually pinpoint three principles:

• we are an integrated agency
  
• we want people withan entrepreneurial mindset
• we are a diverse agency, it’s part of our DNA. I make sure to specify that the last one is about any kind of diversity, like whether you’re an introvert or extravert or if you’re neurodivergent in any way. 

According to our colleagues

We asked some of our lgbtqi+ colleagues about their experience at the workplace and put the results in a chart. See below!
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