Exploring DE&I: insights on diversity, equity, and inclusion

At Pauwels Consulting we take the topic of Diversity, Equity and Inclusion, or DE&I in short, seriously. That means that it is actively incorporated in training such as during onboarding, and it is an important aspect of our company culture. For that reason, we invited one of our own experts, Katrien Van Eetvelde, to host a training webinar for the supporting colleagues of Pauwels Consulting.

Through Pauwels Consulting, Katrien Van Eetvelde was Global Lead DE&I consultant at a leading biopharmaceutical company. She is also active in her own company, Indra Partners, where she offers advice, learning and development for businesses in the scope of company culture and leadership that promotes wellbeing and growth.

The evolution of DE&I

Katrien Van Eetvelde testifies: “Back when I had just started working in DE&I around 15 years ago, the concept was fairly young in Belgium. Back then, the term we used was D&I, so only Diversity and Inclusion, and it covered only a small portion of what it does today. One of the main topics was motivating more women to join the workforce and increasing ethnic diversity. The progress we have made since then is immense. Not only in terms of a more diverse labor pool, but also in terms of awareness about what DE&I actually entails. For example, now we emphasize that it takes more to create a safe and welcoming environment for all, and that diversity alone will not cut it.”

DE&I Consultant

“Thanks to my experience in DE&I within a company, I realized the great need for this in our society. I founded Indra Partners to provide companies with insights on how a healthy company culture promotes growth, both operationally and on a personal level. But when Pauwels Consulting approached me about this project, I couldn’t turn down the offer. For four years, I combined both and it allowed me to spread my knowledge as widely as possible.”

Part of the bigger picture

“Another reason I wanted to work with Pauwels Consulting is that from the very first contact, I had a good feeling about the team. I have always been treated professionally and felt that they have a great eye for people’s talents and unique contributions. When you have questions, the supporting teams are ready to help you. Another benefit of being a consultant is that while I am working on a project for a client, I still am part of the bigger picture and can rely on that extra level of support.”

What is DE&I?

“DE&I is woven into everything we do”, says Katrien, “That may sound exaggerated, but we all work together with other people in one way or another. And every person has a background, an identity and so they may differ from you or the norm. The DE&I mindset can be found in natural behavior and systemic behavior. What does this mean? In natural behavior it manifests itself through decision making, unconscious bias and group formation. Systemic behavior includes how processes are given shape, how businesses recruit people or which measures are taken to prevent exclusion or prejudice, for example.”

DE&I in recruitment

In the training session she hosted, Katrien discussed recruitment as a great example of where we can pinpoint unconscious bias in business processes. It is especially relevant for Pauwels Consulting because while we work hard to connect consultants and businesses for the best results, unconscious bias is difficult to avoid. Katrien says: “Even though an effort is actively made to avoid prejudice, unconscious bias happens. That is why this is a great example of how systematic measures can help prevent it. Research shows that when a person’s name sounds foreign, their CV is less likely to be withheld. Some companies now use blind CV’s: there is no name, picture, age, or postal code on them.”

Katrien adds an example of her impact as a DE&I consultant: “As part of systematic DE&I measures is the implementation of guidelines for inclusive hiring. There are e-learning modules, the use of blind CVs of which only the recruitment team can see all the information while the hiring managers do not. Additionally, during interviews a diverse panel can assist the hiring manager in their decision.”

Diversity goes beyond gender, race or age

“When we’re talking about diversity, we should also include academic background, personal views, location, role in the organization, and much more. That is because many forms of unconscious bias exist”, explains Katrien. “While this may sound complex, you can start by assuming that every person is different, but some differences may be more obvious to you than others. Being aware of your own personal make-up and the fact that you also have unconscious biases, is the first step towards trying to avoid acting upon them. It is also where diversity differs from equity and inclusion.”

What is the difference between diversity, equity and inclusion?

“Diversity is the mere fact that different types of people are present in a group, no matter what their differences are. Equity enables people to have the same opportunities. That can mean something like adding a ramp and elevators to allow access for people with limited mobility or allowing some flexibility for neurodivergent people. But sometimes it begins in the hiring process, where unconscious bias should be mitigated to allow more people an honest chance to prove their added value. Inclusion is where we welcome everyone. That sounds easy enough, but here, unconscious bias is also often the culprit. By creating awareness and setting up appropriate systems in the company’s meeting culture, for example, we try to make sure everyone’s opinion and input is equally valued. You see, by combining the three concepts, we try to make sure that everyone finds their way to the table, has a seat at the table, and that their voice matters the same.”

Why we should invest in DE&I

“I could start out by explaining how DE&I benefits companies, but that should be the least of our concerns. The motivation to make improvements should be that we want to create welcoming, wholesome environments where there is room to excel. Because that is the outcome of a well-established DE&I policy: performance is measured more accurately because people have more opportunities to stand out based on the quality of their work. The data exists, there is proof that companies who have a diverse management team outperform others. But that comes with a side note: the key is good management of diverse teams.”

DE&I can change lives

“Besides,” continues Katrien, “DE&I can be life altering in some cases. For example, these past four years, I have worked on a project in a pharmaceutical company. One of the medications that this organization produces is to treat lupus, an autoimmune disease that happens to affect more women than men. And of those affected, more women of African or Latina descent are affected than white women. Until not too long ago, clinical trials were mainly performed on white men. This meant that the results of those trials often didn’t fully account for how different populations might react to the medication. Women, let alone women of diverse ethnic backgrounds, were severely underrepresented in these studies, leading to potential gaps in treatment efficacy and safety for these groups. However, as the pharmaceutical industry places greater emphasis on DE&I, we’re now seeing clinical trials that are more representative of the populations the medications are intended to serve.”

A reflection of a diverse society

“Additionally, companies should consider that the newer generation on the labor market places more value on the credibility of brands. And a company that lacks diversity just does not seem authentic anymore in an increasingly diverse society. It makes sense that people want their workplace to reflect the world that they know and live in. So, businesses need to communicate that they are a workplace where everybody is welcome to attract talent, to gain traction with their marketing efforts and to relate to customers. That is why there’s a big need for stronger intercultural understanding. Companies who understand multi-cultural relations and are empowered by a diverse workforce, have a competitive advantage.”

DE&I is part of company culture

In conclusion, DE&I is not just a corporate buzzword but a fundamental element of Pauwels Consulting’s approach to building a thriving, inclusive work environment. Through the expertise of professionals like Katrien Van Eetvelde, we learn that fostering diversity, equity, and inclusion is a continuous, evolving process that brings both personal and professional growth. By embedding DE&I into every aspect of our operations, from recruitment to day-to-day interactions, we aim to create an environment where everyone feels valued and empowered to contribute their best. As our society becomes more diverse, it is essential for businesses to reflect that reality, ensuring that everyone has a seat at the table and that their voices are equally heard.

At Pauwels Consulting, we are proud to be part of that change and to champion DE&I as a key driver of innovation and success.