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 and not just 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 folks do, we have somehow missed a glaring disconnect in the policy-making workspaces—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 policymaking.
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 …
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Encourage your in-house 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 this happen, you'll need your D&I leaders to push for more involvement from your corporate affairs teams in the D&I working groups of Brussels-based organisations. This approach will encourage them to consider their team's output and include diverse perspectives in their policy work.
Spread D&I responsibility beyond just CSR or D&I teams. For real impact, legal and policy experts should also engage in D&I work, especially in their Brussels advocacy efforts, rather than leaving it to specialised teams. As they participate in initiatives within your companies, they should bring that D&I knowledge to Brussels-based organisations as well.
Ask your advocacy organisations how they embed D&I in their policy work and workplace culture: If your company is committed to D&I, ensure your expertise extends beyond your walls or when engaging with advocacy groups. It's about making sure those representing you towards the EU institutions truly reflect your values. Be sure to inquire about their involvement with Brussels-based mental health and D&I organisations, or importantly if their leaders have undergone people management training, to confirm they align with your commitment.
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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.
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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.
