Overcoming 'fear of cold feet'
The year is 2025. You are the HR manager of a large company. Your organization switched to inclusive entrepreneurship years ago. Successfully! The orders are pouring in and the staff is satisfied. Competition Your competition has much more difficulty responding to the constantly changing demands of their customers. The competition works hard and the staff works a lot of overtime. Yet the customers are not satisfied. They often have to wait a long time for the result and when the assignment is completed, the result is already outdated. The market is changing so quickly that your competition can hardly respond to the demand of their customers. That used to be easier. The competition employed sufficiently qualified personnel. That actually happened naturally. Candidates registered automatically. In recent years they have had to put more effort into this. They advertise vacancies and promote them via social media. They even hired a recruitment agency to look for staff. Nevertheless, many vacancies remain vacant. What also doesn't help is that no less than 40% of their staff have retired in recent years. They had a lot of experience and knowledge that unfortunately they no longer have. The workload within the company is currently so high that they also suffer from high absenteeism due to illness. Your competition looks at you with envy. They see that you employ sufficient staff and also have low absenteeism due to illness. How do you do that? Inclusive labor market Because your organization focuses on an inclusive labor market, full use is made of the qualities of its employees. Because employees do the work they are really interested in, they know very well what is going on in their field. This allows them to respond well to the demands of their customers. How do you get enough staff? By looking at the possibilities of everyone. For example, your company employs many people with disabilities. Who says that someone with burnout complaints, ASD or ADHD cannot work? If his limitations are taken into account and this employee can work flexible hours, that is not a problem. Who says someone with a hernia can't work? If he can exercise regularly, that shouldn't be a problem. And the great thing is that these people are very motivated because they have been given an opportunity at your company. Sustainable employability Your organization is completely focused on sustainable employability. The staff is mobile and flexible. And you will reap the benefits! A 100% inclusive labor market by 2025 Due to the aging population and a permanently changing labor market, there is no escape: your company will also do business inclusively in the future. We believe in an inclusive labor market in which sustainable employability is central. It is a labor market to which everyone is a part and adds personal value. Our mission is: a 100% inclusive labor market by 2025!
Ruud Luijsterburg Labor expert
