Charter Diversity and Inclusion

This document describes the seven priority areas that reflect our commitment to diversity and inclusion. 

These priorities form the foundation of our vision for a future-proof and inclusive workplace, where psychological safety, fair pay, equal opportunities and a culture of recognition are key. We recognise that inclusion goes beyond avoiding discrimination. It means actively creating space for differences and valuing them as a source of strength.

However, this charter is not the end point but more of a guide for our journey towards change. Our next step is to translate these principles into a concrete action plan with measurable objectives and clear responsibilities.

We understand that this journey will not be without challenges, but if everyone in the organisation shows strong commitment, we're confident that we can make DNS Belgium an example of how inclusivity can be put into practice.

1. Vision and identity

Communicating the added value of Diversity, Equity and Inclusion (DEI)

  • We ensure that all employees understand the benefits and principles of DEI and how they benefit the organisation. These benefits and principles are regularly communicated to all departments.
  • We also set a measurable objective to monitor the impact of DEI indicators (e.g. job satisfaction, engagement, sense of inclusion, etc.). When necessary, plans are adjusted to this.

Platform and commitment for DEI

  • DNS Belgium undertakes to create a culture where diversity, equity and inclusion are key. We raise employees and managers' awareness about the importance of DEI and actively involve them in initiatives.
  • Every voice counts and we are committed to discussing and addressing objections to diversity openly.
  • Everyone takes part in DEI activities.

 

2. Leadership and management

Inclusive leaders with cultural intelligence

  • Leadership within DNS Belgium is defined by inclusive leadership, where all facets of diversity and inclusion are monitored and promoted. Inclusive leadership encourages the appreciation and exchange of different backgrounds, perspectives and ideas that team members bring. Managers ensure that every team provides a safe environment where everyone can put forward ideas and each team member is heard.
  • Leaders receive training to increase their cultural intelligence and to make the most of the opportunities that diversity offers.
  • Leaders are also assessed on their contribution to an inclusive culture and need to meet DEI standards. These DEI standards will be established jointly as part of the action plan.

Active talent development

  • DNS Belgium supports talent development by encouraging employees to follow training courses and by actively supporting their career goals with special attention to untapped talent.
  • We encourage leaders to promote the development of talent across all departments of the organisation.
  • Every employee has a fixed budget for training and development. Participation in personal development is monitored.

 

3. People and values

Gender inequality and breaking the male stronghold

  • Our aim is to increase the number of women in managerial positions.
  • Our aim is full equality between all genders in the workplace, with a focus on addressing gender-related barriers in higher positions.
  • Openness is encouraged and active efforts are made to discuss inequalities within the organisation.

More diversity in teams

  • DNS Belgium undertakes to increase diversity across all teams. We do this through inclusive recruitment processes and by creating a culture where every new colleague feels welcome.
  • Diversity is not only viewed as a priority for specific actions but is worked into all our initiatives.
  • Every year, we measure changes in team diversity within every department, while respecting the privacy of our employees. This information helps us identify trends and develop targeted initiatives. The privacy of employees is strictly protected.

Any practical implementation can be developed further at a later stage. This is not a black-and-white measurement or an extensive study, but more of a general look at identified invisible and visible diversity within the organisation. The aim is to make a broad, qualitative assessment that helps us understand trends and create targeted initiatives. 

 

4. Learning and developing

Openness to new perspectives

  • DNS Belgium encourages employees to be open to new ideas and techniques, especially from diverse perspectives. Innovation is promoted by giving a platform to new perspectives.
  • Collaborations with external partners are encouraged to bring in new ideas. 

Microaggression and unconscious bias

  • DNS Belgium takes an active role in recognising and addressing microaggression and unconscious bias. We do this through training sessions and courses for all employees.
  • We teach employees how to recognise bias and how to respond when microaggression occurs.

 

5. Mobility and career

Maintaining diversity

  • DNS Belgium undertakes to maintain diversity within the organisation by listening to the needs of minority groups and removing obstacles.
  • We encourage a mindset that goes beyond the traditional approach within DNS Belgium, where new ideas are not dismissed but embraced as opportunities for growth.
  • We continue to focus actively on preserving and expanding diversity during recruitment, promotion and termination. We always take responsibility for attracting new, diverse talent so that our team composition remains consistently rich in different perspectives.

Inclusive career development

  • Employees who are less active in developing their careers are encouraged and supported in their development.
  • All employees have a personal development plan to ensure continuous improvement.
  • Career paths are accessible to all staff, with attention to the needs and potential of a diverse workforce.

 

6. Workplace and well-being

Promoting social cohesion

  • The only team is the DNS Belgium team. Collaboration across departmental boundaries is encouraged.
  • DNS Belgium promotes cooperation and stimulates greater interaction between departments to prevent a silo mentality and to strengthen mutual solidarity.
  • Cross-team activities (e.g. working groups, targets, group events) are organised annually.

Psychological safety

  • Psychological safety is a top priority at DNS Belgium. Employees can share any concerns, ideas and mistakes without fear.
  • We regularly measure psychological safety and monitor the results to ensure a safe workplace. In departments with low scores, special action plans are developed.

 

7. Pay and recognition

Equal pay for equal work

  • DNS Belgium follows a transparent policy where equal pay for equal work is fundamental. Discrepancies are regularly analysed and addressed.
  • We ensure that every employee is paid fairly and equally from the start.
  • Average salaries within the same job category are made available internally. Colleagues get to see the average pay of their peers in the same job category.

Recognition of big and small successes

  • Success is celebrated at all levels within DNS Belgium. Every contribution, large or small, is acknowledged and celebrated to foster a culture of appreciation.
  • We actively express appreciation for employee achievements at both team and organisational level.
  • A fixed budget is reserved for the recognition of successes.