News item | 21-03-2023 | 2:00 PM
Today is the International Day against Racism and Discrimination. An important subject not only in the work of Foreign Affairs (BZ), but also for us as an organisation.
Paul Huijts, Secretary General of the Ministry: “On December 12, 2022, the exploration ‘Racism at BZ’ was presented. The findings in the report are painful and have stirred up a lot within our organization. Not only anger and indignation, but also an enormous determination to improve the organization. This recognition and willingness to act are an important first step in combating racism in our organization.”
The recommendations in the study concern a strong standard of non-discrimination, an inclusive organizational culture and proper follow-up of reports, and fair and transparent processes for the inflow, throughflow and outflow of colleagues.
What happened after December 12? What does the follow-up to the report look like and what steps has the ministry already taken?
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Follow-up of the report
The directors of the Personnel and Organization departments; Safety, Crisis Management and Integrity; International Research and Policy Evaluation; Inspection, Signaling and Guidance; Support Board; Communication, the DARE change team, the diversity and inclusion strategic advisors and the central integrity coordinator together form the steering group Steering Against Racism Together. Under the leadership of Deputy Secretary-General Carola van Rijnsoever, they coordinate the follow-up of the recommendations from the study ‘Racism at BZ’ and the report ‘Reporting Safely’ that was published in January 2023. All members of the Executive Council and our ministers are also making an effort to follow the recommendations where possible.
What are we working towards?
We are working towards an organization in which:
- everyone can be themselves, feel seen and valued.
- managers and colleagues engage in conversations about racism, exclusion and feeling excluded.
- we propagate the standard that racism and other forms of discrimination and inappropriate behavior will not be tolerated.
- all colleagues are jointly responsible for that standard and actively propagate and defend it. The Board of Directors and all executives lead and assist them in this.
- we call each other to account for prejudiced and exclusive behavior and act against it, take adequate measures and offer assistance to colleagues who are confronted with racism and to those who speak out about it.
- the processes and mechanisms are set up in such a way that they contribute to an inclusive working environment and do not unintentionally lead to exclusion based on culture, ethnicity, skin color or other characteristics, and an organization that has sufficient mechanisms to combat exclusion nevertheless occurs.
Know what is going on and what is needed
“We adopt the conclusions from the Racism Report,” says Paul Huijts. “We also think it’s important to listen to colleagues in the organization. That is why conversations are being held throughout the organization. With colleagues and managers. To hear what the report does to them, what ideas are alive and to hear what works and what doesn’t. In order to find the best way forward together in following up on the recommendations. The starting point is that colleagues see the change in the organization and notice that we are doing something with the recommendations, that something is moving. And for that we have to take action together.”
Carola van Rijnsoever: “Some steps are clearly easy to implement. We are therefore setting these actions in motion and are described in an approach with three tracks and different activities in each track. Of course, things can gradually be added or internal or external developments can mean that something else is needed. That is why the approach is always adjusted if necessary.”
Approach
The steering group works along 3(+1) tracks:
Track 1: Recognition, awareness and culture change
We do this by making racism and discrimination a subject for discussion and actively propagating our norms and values against racism from the Board of Directors during BZ-wide events such as New Year’s meetings, town hall meetings, the ambassadors’ conference, directors’ conference, monthly lunches for colleagues with the Board of Directors and during visits to boards and posts. In the staff interviews that are currently being conducted, it has been made mandatory to discuss diversity and inclusion, and racism in particular. We also organize workshops, events and themed weeks.
For example, today, on the international Day against Racism and Discrimination, we are organizing a meeting where colleagues will talk to Special Representative Cormier Smith of the State Department (United States Department of State), about her vision on and experiences with combating and preventing of racism and the promotion of racial equality and justice. National coordinator against discrimination and racism Rabin Baldewsingh also joins this meeting. Yesterday, Deputy Secretary-General Carola van Rijnsoever took part in a panel after the theater performance ‘A Seat at the Table’, about everyday racism. On 6 March, we discussed the follow-up to the report at a BZ-wide meeting in the presence of some 350 colleagues.
All ambassadors and managers in The Hague and at the missions have been asked to discuss racism and the follow-up of the report in various ways within the teams. Its form must match the team and the circumstances: what does the team need, are there specific things at play in the team? And for the missions: what best suits the local possibilities or limitations? It is also a central theme in the program during the ambassadors’ conference that will take place this year from 27-30 March.
The principles for a diverse, inclusive and safe organization and the norm against racism and other forms of undesirable behavior and exclusion must be clear to everyone. We can expect that from each other and we hold each other accountable. All colleagues are asked to actively contribute. The standard we strive for: everyone in our organization matters and is equal.
From the department management, we will always propagate – in word and behavior – that there is no room for racism and exclusion at BZ. This requires a long-term and continuous effort to which the entire Board of Directors is committed.
Track 2: Report safely
The starting point is that we want to prevent racism and discrimination. That is why we continue to focus strongly on prevention, addressing each other about undesirable behavior and activating bystanders. But if something happens to you, or if you see something happen, it is important to know where to go with your story. And that you can, want and dare to discuss it. There should be no barriers to being able to tell your story. That is why we are going to improve the reporting structure.
In January 2023, the report ‘Safe Reporting’ was published. The researchers indicated that BZ has taken important steps in recent years by investing in prevention, deploying internal and external confidential counsellors, improving the complaints procedure and a new investigation protocol, but that this is not enough. It must and can be better. That is why a separate track has been created for this, which the steering group also coordinates.
On the basis that:
- frameworks, norms, values and the code of conduct that apply to BZ employees are clear to everyone.
- the position of confidential advisers is strengthened by, among other things, appointing training, intervision and specialists on certain subjects.
- the information about the reporting system and the integrity advice and reporting center must be accessible and understandable to everyone.
Track 3: Building 1BZ
Together we must continue to build 1BZ, where there is no room for racism and discrimination and where every colleague feels valued and seen and is treated with respect. Where everyone has the space to be themselves and to develop. And every colleague is a full and valued part of the team. We examine what we can do in the field of recruitment and selection and promotion. When people leave BZ, we discuss whether racism or lack of inclusion play a role and what lessons we can learn from this.
Track +1: Evaluate periodically
Three plus one means that we always check whether we are on the right track. We continuously monitor and evaluate our activities and adjust our measures and activities where necessary. This also includes the question of what follow-up research is desirable and sensible.
Time and attention
Paul Huijts: “Unruly patterns cannot be broken with a few simple actions, this requires time, patience and persistent attention. The steering group is deeply aware of this. In addition to the steering group, administrators and managers are also more intensively involved here.