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These team leaders have a key role in creating an inclusive work environment in technical and logistic teams.

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This target group will help to develop and will work with the toolbox when it is finalised in order to improve diverse-sensitive recruitment.

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Please add your thoughts, ideas, concerns, experiences with our targetgroups to either one of the columns to the left or the right. If you have anything you want to share that does not fit with one of the groups, do not hesitate to put it in this column, here below.
Please use colours to mark your post its referring to the kwadrants of the empathy map:
Green: See their world
Lilac: Understand their feelings
Yellow: Appreciate them as human beings
Pink: Communicate your understanding

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Often not a formal and/or focused responsibility

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Often not a formal and/or focused responsibility

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Project-oriented working - temporary employment

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Project-oriented working - temporary employment

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Often collaboration with interim staff and freelancers

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Often collaboration with interim staff and freelancers

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Not always in direct contact with co-workers (day to day)

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Not always in direct contact with co-workers (day to day)

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Fast changing teams vs long term engagements

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Fast changing teams vs long term engagements

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How can I reach the right candidates for the job?

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How can I reach the right candidates for the job?

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How can I conduct to the point interviews that are also diverse-sensitive?

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How can I conduct to the point interviews that are also diverse-sensitive?

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I believe in the power of diversity! Or do I?

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I believe in the power of diversity! Or do I?

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does not have practical information on how to increase diversity; always looking for a quick solution or outsourcing the problem

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does not have practical information on how to increase diversity; always looking for a quick solution or outsourcing the problem

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unsure about impact of diverse staff on team; linked with lack of experience & training in working with diverse staff

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unsure about impact of diverse staff on team; linked with lack of experience & training in working with diverse staff

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Uncertain for having an open discussion within his team

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Uncertain for having an open discussion within his team

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using the same general methodology: Targeting the same pools of talent from the same networks with the same skills, and almost exclusively reaching out toward candidates who went to an certain school or who have worked at certain companies.

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using the same general methodology: Targeting the same pools of talent from the same networks with the same skills, and almost exclusively reaching out toward candidates who went to an certain school or who have worked at certain companies.

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too much focus on diversity and not on inclusion 

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too much focus on diversity and not on inclusion 

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not using technology (or the right tools) for a better sourcing

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not using technology (or the right tools) for a better sourcing

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not always having the time to educate herself about why diversity and inclusion is important 

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not always having the time to educate herself about why diversity and inclusion is important 

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Even with a policy change within the company,  not always clear how to actively diversify the workplace 

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Even with a policy change within the company,  not always clear how to actively diversify the workplace 

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has an important responsibility to make sure the company as a whole is aware and informed on any and all diversity and inclusion efforts.

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has an important responsibility to make sure the company as a whole is aware and informed on any and all diversity and inclusion efforts.

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own background and upbringing affects motivation; urgency; affinity to implement policies. How to take this into consideration?

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own background and upbringing affects motivation; urgency; affinity to implement policies. How to take this into consideration?

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High workload & pressure; goal oriented vs people oriented

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High workload & pressure; goal oriented vs people oriented

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Has to focus on short term vs long term? - has not experienced benefits of diversity in his own team/environment/company

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Has to focus on short term vs long term? - has not experienced benefits of diversity in his own team/environment/company

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It is better to start from the organizational values or the individual values of future employees in order to allign the organizational culture based on shared values?

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It is better to start from the organizational values or the individual values of future employees in order to allign the organizational culture based on shared values?

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his aim is to build a positive organizational environment in which the positive outcomes (based on cultural similarities) instead of negative outcomes (based on frictions derived from cultural distances) is the mainframe of the organizational culture 

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his aim is to build a positive organizational environment in which the positive outcomes (based on cultural similarities) instead of negative outcomes (based on frictions derived from cultural distances) is the mainframe of the organizational culture 

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Oftenly chosen on his technical skills, but has to deal also with 

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Oftenly chosen on his technical skills, but has to deal also with 

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Since the teams are changing on an almost daily basis, there is no time and/or opportunity work in a more structured way how to lead his team.

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Since the teams are changing on an almost daily basis, there is no time and/or opportunity work in a more structured way how to lead his team.

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Oftenly chosen on his technical skills, but has to manage with the team as well, without any specific training 

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Oftenly chosen on his technical skills, but has to manage with the team as well, without any specific training 

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Since there are a lot of smaller companies, the HR role is rarely taken care about an HR professional. Manager or project manager are taking the role, supported by external support (sociaal secretariaat)

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Since there are a lot of smaller companies, the HR role is rarely taken care about an HR professional. Manager or project manager are taking the role, supported by external support (sociaal secretariaat)

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Since the teams are changing on an almost daily basis, there is very limited time and/or opportunity work in a more structured way. Communication with personnel is rarely officialised.

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Each day a new team setting, gives a lot of variations of the dynamics within the team. Some people work very well together, others not. There isn't always the opportunity to take care about it or considering these kind of issues.

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Large social and professional network
Eye for talent
Confident
Easygoing and social

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Thorough briefing
Good management by client

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Top technical know how
Leadership by knowledge and experience
Hands-on, efficient
Direct & natural leader
Busy schedules, fast pace
Team above ego

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Time for training

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It is important that the teamleader prioritises inclusion, and that he understands the sensibilities of the team members.
Team members should be able to talk to them about their concerns at any time.