D&I disconnect in EU policymaking — A Perspective
Those who have worked in the EU Bubble for many years know that the D&I disconnect in policymaking is not just today’s reality; that's “just how things have always been done here”. In this town, putting people, not the economy, at the centre of policymaking will get you a “Say what?!” reaction.
This is the town where EU institutions, advocacy organisations, think tanks, researchers, and others work together to make policies that affect Europeans' lived experiences and whose work (regulations) the rest of the world follows. In the midst of the enormous work Brussels-ites do, we have somehow missed a glaring disconnect in the policy-making process—if and how a wide range of people’s lived experiences are considered.
Given the challenges in prioritising gender equality policy efforts to encourage structural changes and the rising polarisation across Europe we are in the midst of, it is high time that Brussels do what Brussels does best: recognise the disconnect between the D&I efforts in companies and their influence on how advocacy organisations integrate D&I into policy-making.
If we bridge this disconnect, it could lead to a more people-centered approach to delivering the EU’s value, one that a layperson can recognise.
Note: I am not a policy person. I am an impact-driven strategic communications professional looking to make a difference in how inclusively Brussels makes policies and how it operates. It is tempting to look at regional law for guidance on this disconnect, but I think that inclusivity and belonging work has a greater impact when done at the grassroots level. So here’s me trying.
Solving the disconnect
Calling …
-
Encourage your in-house global D&I strategists to assess how D&I is integrated into your public or corporate affairs work (pay attention to your legal and policy teams): To make it happen, it’s important that D&I leaders within companies push for greater involvement of these legal and policy professionals in your internal D&I working groups. This approach will not only make them consider their own teams’ responsibilities but also help them think how they can include a variety of perspectives in their policy-related work.
Diversify D&I responsibility beyond just your CSR or D&I teams: To truly make impact, legal and policy experts should not solely delegate D&I work in advocacy organisations to these specialised teams. While it’s important for them to actively participate in and support D&I initiatives within your organisation, they should also bring their newfound D&I knowledge to the table when working on policy matters in places like Brussels.
Inquire how your advocacy organisations are embedding D&I practices in policy work and workplace cultures: If your company is deeply committed to D&I, don’t leave your strategic D&I know-how behind when engaging with advocacy organisations. It’s not just about business; its about ensuring your D&I efforts extend beyond the company walls. Ask advocacy organisations to share their involvement in mental health and D&I resource groups or organisations.
-
Invite policy experts to D&I working groups: Don't limit your diversity working groups to specific moments, like when important directives like Women on Boards or Equal Pay for Equal Work are on the table in Brussels. It's beneficial to have policy subject matter experts think about diversity of thought and experiences of people their policy work affects.
If Brussels-based advocacy heads don’t take full advantage of D&I know-how existing in companies to make policy more relevant and implementable, then who else should? Getting input from a diverse range of perspectives can boost the effectiveness and credibility of your policy call-outs, rather than solely relying on subject-matter experts.
Invest in Great Place to Work certification, which will encourage you to take a closer look at mental health and wellbeing practices in your own workplace. It’s not just a certification; its a way to foster a healthier and more supportive work environment.
Invest in D&I workshops or training: Consider investing in workshops and training on diversity and inclusion, with a focus on awareness, addressing subconscious biases, and dealing with microaggressions. These efforts can go a long way in creating a more inclusive workplace and policy landscape.
Partner with D&I leaders and D&I focused organisations in Brussels to help you understand what truly inclusive policy making looks like, and that knowledge is invaluable in making positive changes.
-
Support D&I experts for a stronger Europe: Brussels is equipped with tremendous D&I expertise that can help you seamlessly weave D&I into all policymaking work to secure Europe's future as a global force. See a list of experts you can connect with here).
Make D&I a central pillar in policymaking, including diversity of thought, understanding of people’s real-life experiences, and welcoming people from different walks of life.
Combat bullying, harassment, and toxic behaviours: A hard look is needed at the problem of bullying, harassment, and toxic behaviors in advocacy organizations. These issues are causing burnout and harming the mental health of our employees. It's time for a serious review and action to create a healthier work environment.
Call out the disconnect between the submitted position papers on gender equality and D&I and the advocacy organisations’ make-up.
