[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article-1616d973-8a32-49a0-be8e-febea8a10378--":3,"related-articles-undefined-undefined-1ac9d6e1-e20a-456c-9f17-617a506399c5-true":187},{"id":4,"type":5,"title":6,"pubDate":7,"logoUrl":8,"anpFeedCategory":9,"organisationTitle":10,"thirdParty":11,"body":12,"videoUrl":13,"imageUrls":14,"city":19,"website":20,"orgId":21,"branches":22,"description":186},"1616d973-8a32-49a0-be8e-febea8a10378","PRESSRELEASE","Great Place To Work lanceert nieuw meet- en organisatiemodel in NL","2020-07-02T07:30:00.338+02:00","https:\u002F\u002Fwww.persberichten.nl\u002Ffile\u002Flogos\u002F1ac9d6e1-e20a-456c-9f17-617a506399c5\u002F645cded5-5822-4d51-a592-65bf82da3d7e.jpg","Binnenland","Great Place to Work Nederland",false,"\u003Cp>\u003Cem>“Focus op aantallen is niet voldoende voor een inclusieve werkvloer. Cultuur speelt doorslaggevende rol.”\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Great Place To Work lanceert vandaag een nieuw meet- en organisatiemodel in Nederland: Great Place To Work \u003Cem>For All\u003C\u002Fem>. Dit nieuwe meetinstrument gaat structureel bijdragen aan het versneld realiseren van een inclusieve werkvloer. De dag nadat de overheid een diversiteitbarometer publiceert om inzicht te krijgen in de diversiteit in aantallen op de werkvloer, gaat Great Place To Work met haar aanpak nog een slag verder en biedt organisaties inzicht in hun cultuur om diversiteit te versnellen.\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Aantallen alleen zijn niet voldoende  \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Voor het creëren van een inclusieve organisatie is inzicht in aantallen niet voldoende. Diversiteit is geen afvinklijstje of korte termijn project, maar een gedachtegoed dat door de gehele organisatie omarmd moet worden, een diversiteitspercentage halen heeft geen zin als de interne cultuur niet mee verandert. Het nieuwe model van Great Place To Work biedt een uniek inzicht in hoe medewerkers binnen de organisatie hun werkplek en omgeving ervaren. Het model gaat niet uit van gemiddelden, maar kijkt ook of er een consistente positieve werkbeleving bestaat tussen alle demografische groepen. Een werkgever waarin bijvoorbeeld alleen de jongere generatie managers blij zijn en de vrouwen die minder dan 2 jaar in dienst zijn niet, maakt de organisatie niet voor iedereen een \u003Cem>great place to work\u003C\u002Fem>.  Met de inzichten kun je als organisatie verder bouwen aan een veilige omgeving waarin iedereen eerlijk wordt behandeld, ongeacht afkomst, religie of uiterlijk. “Werkgevers die succesvol willen zijn als inclusieve organisatie doen er goed aan om de focus te leggen op vertrouwen, gedrag en cultuur”, aldus Wencke Ester-Lorber, Commercieel Directeur bij Great Place To Work Nederland.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Vertrouwen binnen organisaties leidt tot toename omzet en daling arbeidsverzuim\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Uit onderzoek van Great Place To Work onder 160 organisaties blijkt dat vertrouwen binnen een organisatie leidt tot meer innovatiekracht en groei. Organisaties met een hoge mate van vertrouwen (90% of meer) hebben gemiddeld een lager verzuimpercentage van 2.37% ten opzichte van 3.29% bij organisaties met een vertrouwensindex van 70% tot 80%. Organisaties met een hoge mate van vertrouwen (90% of meer) hebben gemiddeld een hogere omzet van stijging van 17% ten opzichte van een daling van 7% bij organisaties met een vertrouwensindex van 70% tot 80%.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Het model\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Het For All model bevat alle aspecten, met vertrouwen als fundament, die relevant zijn voor werkgevers gezien de huidige trends. Het For All-model meet via twee instrumenten (medewerkersonderzoek en cultuuronderzoek) in hoeverre een organisatie hierin is geslaagd en wat de aanknopingspunten zijn om in gesprek te gaan. Dit stimuleert om actief diversiteit naar binnen te halen en intern te zorgen dat er een omgeving is waarin iedereen zich gezien, gehoord en gewaardeerd voelt. 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