Credit: Laura Kotila / Prime Minister’s Office Finland, CC BY 2.0, via Wikimedia Commons
Although the term “DEI” has recently become unpopular in the United States, the European Union has done their best to implement regulations that ensure that diversity, equity, and inclusivity practices are observed all across Europe. Failure to adhere can result in fines being placed on a company. This is starkly different from the United States, where DEI practices are undertaken on a voluntary basis.
Diversity, Equity, and Inclusion Prioritized
The EU has been leading by example, implementing DEI practices all over the region. In 2023, the European Union released an extensive set of rules designed to increase inclusion and diversity in the workplace. These included an act for gender equality and plans to combat racism and antisemitism, integrate European Roma, and enshrine rights for the LGBTIQ population and people with disabilities. This is done by frequent quota setting and demographic reporting for each organization.
The EU has also mandated an EU Pay Transparency Directive. This directive aims to promote fair pay and push back against pay discrimination. It includes salary transparency for job hunters, the right to access pay data for employees, and gender pay gap reporting for organizations in both the private and public sectors. This initiative intended to propel pay equity and make employers more accountable for their decision making.
Credit: Mehr Demokratie, CC BY-SA 2.0, via Wikimedia Commons
However, very little change has been seen in that regard. Additionally, stringent data protection laws such as the General Data Protection Regulation adopted across Europe limit demographic data collection and usage. Since it is illegal to gather personal information about race and ethnicity in nations like France, Germany, Austria, and Belgium, it can be difficult for enterprises to properly monitor and manage diversity in those countries.
Europe is not a Monolith: Diverse Perspectives on Diversity
Although many standardized practices are in place for the EU, individual European countries are, themselves, vastly diverse. Differing cultural environments influence their DEI regulations and what demographics they focus on. Nordic nations have largely been known to cater to the work-life balance of their working class and support women in various fields. Finland, in particular, received accolades for their female-forward political leaders in 2019. At that time, Prime-Miniter Sanna Marin was accompanied by four other female leaders in the government. Helsinki also hosted a program for female entrepreneurs looking to dive deeper into the tech pool. However, despite advancing gender equity, Nordic nations have also been known to outrightly and systematically fuel racism.
Hungary and Poland were under fire in 2021 for violating the rights of LGBTIQ people, while Malta was proactive in their inclusivity of this same group of people. In France, the church and state are regarded as separate entities (Laïcité), and as a result, all religions should have the right to practice freely. However, Muslims are unfairly marginalized as they are not allowed to wear their hijabs and burqas out in public. On the other hand, places like Germany and the United Kingdom are more inclusive when it comes to religion, even providing flexible holidays and designated prayer spaces in the airport.
There is No Universal Roadmap for DEI. Should There Be?
While Europe is doing their best to make every person in their member states feel included, whether standardised practices are feasible remains uncertain. We also have to wonder if our current concept of inclusivity is desirable, or if it might truthfully serve the opposite purpose. For example, trying to fulfil a specific quota may sideline a plethora of qualified candidates if their demographic field is already full. All this begs the question: can you be considered inclusive if you only focus on one demographic while ignoring others? You decide.
Credit: Josefiina Alanen, CC BY-SA 4.0, via Wikimedia Commons
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