1. Cultural Awareness Workshops and AMS Values Manifesto
In 2023, the DEI Taskforce initiated a series of cultural awareness workshops, aimed at fostering open dialogue and understanding among our employees. These workshops included active listening exercises and conversations focused on shared experiences as well as the unique perspectives that make each of us different. The outcomes of these workshops have been distilled into the AMS Values Manifesto, an internal foundational document that serves as a social contract and common ground for guiding our DEI initiatives. To ensure inclusivity, all employees were invited to provide feedback on this document, solidifying it as the cornerstone of our DEI efforts.
2. Integration into Recruitment Strategy, Impact & Growth Conversations and related performance and career development Policies
The insights gained from our cultural awareness workshops and the AMS Values Manifesto will be integrated into our annual performance and impact feedback conversations from 2024 onwards. In addition, this vision will become part of the staff growth conversations. Since 2023, these DEI values have become an integral part of our HR recruitment policy. By aligning our practices with our shared values, we aim to promote diversity and inclusion at every stage of an individual's journey within our institution. This allows our commitment to DEI to become an essential part of how we operate.
3. Periodic Employee Surveys
To maintain vigilance over our progress and identify areas that may require attention, we conduct recurrent employee surveys. This survey assesses work-life balance, organizational culture, and gender balance across all levels of the organization. In parallel, we are committed to surveying our employees periodically on DEI related matters. During 2023, we introduced a ‘DEI pulse survey’ designed to evaluate employees’ experiences in terms of belonging, inclusion/exclusion, equity/fairness and psychological and physical safety at work. The survey set-up allows us to relate the findings to dimensions such as gender identity but also disability and cultural background. The data collected from these surveys will empower us to formulate focused actions on all levels in the organization, including the Taskforce, Senior Management, the Leadership Team, the R&V council and the general workforce. In this process, HR and the DEI Taskforce collaborate to enact necessary changes. We are committed to administering the survey to track our progress over time, to follow-up on our commitment.
4. Ethical Sounding Board
As part of our dedication to ethical practices, we have established an Ethical Sounding Board. This platform empowers employees to consult with colleagues when they encounter ethical dilemmas in their daily business operations. This initiative ensures that our practices consistently align with our shared values, promoting transparency and accountability within our institution.