OPEN MINDS Association study: 1 in 3 Romanian employees often witness situations of wage discrimination

Promoting diversity and implementing inclusion initiatives are not only aspects of business ethics, but essential factors for work performance and efficiency in organizations, suggests a research conducted by Cult Research for the OPEN MINDS Association. 1 in 3 respondents say they often witness situations of wage discrimination and unequal distribution of hours or work tasks in the companies where they work. For most employees (55%) it is very important that employers take measures to create an inclusive, non-prejudiced work environment where everyone has equal rights.

The data are extracted from the Responsible Romania Barometer – Diversity and Inclusion Edition (BARES. DI), an extensive study that OPEN MINDS will present at the Conference on Diversity and Inclusion, together with partners from Cult Research and GRF+. The conference takes place on June 6, at Casa Universitarilor in Bucharest, and can be watched live, both by physical participation in the event and online, accessing the event page free of charge.

 “Employers who do not encourage diversity and fail to implement inclusion measures risk having toxic cultures that lead to employee loss. The data we will present at the Conference on Diversity and Inclusion confirms this reality, and the results we are sharing today speak about what such a culture looks like: favoritism, wage discrimination or lack of reaction to the requests of certain employees. Fortunately, it is not the reality of the majority. There is a critical mass of employees who correctly associate the terms diversity and inclusion, and most of them believe that the responsibility of colleagues is to have inclusive behaviors and employers to create the conditions in which these behaviors are practiced. In other words, employees increasingly expect to see effective D&I measures. The ball is in the court of employers and their partners in the public sector, who can help them continue their education efforts and simultaneously accelerate the impact of D&I initiatives in companies”, says Mirela Tanase, vice-president of the OPEN MINDS Association and organizer of the Diversity & Inclusion Conference

Other situations of discrimination that employees frequently report include:

• favoritism regarding career opportunities or employment (36%);
• lack of reaction to complaints from certain categories of employees (29%);
• discriminatory comments or jokes (29%).

“The results of our study clearly show that the lack of diversity and inclusion measures negatively affects job performance and satisfaction. It is critical that employers encourage these individuals we call allies for inclusion, individuals who, regardless of their position, promote inclusive behaviors and create a safe environment for every colleague,” said Paul Acatrini, Research Director & Managing Partner Cult Research

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The importance of Allies community for inclusion

An ally for inclusion is someone who actively supports diversity and inclusion in the workplace and community. Allies promote equality and ensure that all voices are heard and respected.

BARES. DI suggests that employees in Romania frequently try to adopt ally behaviors:

• 63% of employees interact with all colleagues, regardless of the category they belong to;
• 59% use language that does not discriminate;
• 58% believe they can work effectively with all colleagues, regardless of their category.

At the same time, however, the need for information on D&I remains high. When it comes to barriers, 1 in 3 employees cite a lack of education or necessary information, and a similar number mention prejudices or stereotypes (34%).

• 30% correctly associate the concept of diversity in the work environment with the presence of people from several social categories;
• 25% incorrectly associate the term with the diversity of work tasks;
• Instead, the term inclusion is most often associated with removing barriers or prejudices (28%), equal rights (27%) and recognizing all people (23%).

Other data extracted from the study:

The responsibility for change lies with both employers and employees

• Diversity is a management concern: 55% of employees believe employers should take the initiative to a great extent. The same responsibility is allocated to employees in proportion of 45% and central authorities (Government, Parliament) in proportion of 36%;
• Acceptance behaviors of different people are primarily the responsibility of colleagues: in terms of paying attention to acceptance and understanding of all employees/colleagues, 54% believe that this aspect is the responsibility of employees and 46% that it is the responsibility of managers.

What can companies do?

• 53% of respondents want a friendly work environment within the organization;
• 42% rely on the implementation of promotion policies based on merit or competence;
• 37% believe that recruitment policies should be implemented to ensure equal opportunities for all employees;
• 34% believe counseling programs should be developed to help marginalized employees.

On June 6, at Casa Universitarilor in Bucharest, over 55 experts with experience in implementing diversity and inclusion (D&I) initiatives will share inspiration and best practices for business professionals, NGOs, activists, representatives from public institutions, as well as for pre-university and university education institutions and representatives from civil society. Part of the conference can be watched online, free of charge, on the event page.