Diversity, Equity and Inclusion in Dutch Organizations: How personal characteristics shape employee experience and attitudes

Abstract

This thesis investigates how employees in the Netherlands perceive Diversity, Equity, and Inclusion (DEI) in the workplace, with a focus on how personal characteristics influence these perceptions. While DEI has become an increasingly prominent topic in both Dutch and global organizational contexts, its meaning and relevance vary significantly among individuals. The research was conducted during a master’s thesis internship at Highberg, using data from the 2025 edition of the Highberg DEI Benchmark one of the largest recurring DEI surveys in the Netherlands. The dataset, gathered in March 2025, included over 2,000 responses from employees across various sectors. After data cleaning, a final sample of 1,958 valid cases, drawn from the InVotes research panel, was analyzed.

The objective of this study was to gain insight into three key questions: (1) whether individuals associate different themes with DEI depending on their background; (2) whether attitudes toward DEI policies are shifting, and how these shifts differ across demographic and personal groups; and (3) whether societal or political developments are perceived as influencing the relevance of DEI at work. The analysis employed cross-tabulations, chi-square tests, and Fisher’s exact tests where applicable. In addition to statistical significance, effect sizes were used to assess the practical relevance of observed group differences.

Findings reveal that personal characteristics significantly shape DEI perceptions. Individuals identifying as female, LHBTIQA+, or living with a disability were more likely to associate DEI with their own identity and express stronger support for DEI initiatives. Positive attitudes were also more common among non-religious individuals and those with extroverted or ambiverted personalities. Moreover, comparisons with 2024 data show small but meaningful shifts, particularly among LHBTIQA+, religious, and personality-based groups, suggesting increased differentiation in DEI support as public debate and polarization grow.

The research also examined how broader societal developments influence perceived workplace inclusion. External factors such as media polarization, U.S. DEI discourse, the war in Ukraine, and new EU regulations were perceived as more impactful by certain groups, notably LHBTIQA+ individuals, introverts, people with disabilities, religious respondents, and men. Others reported these developments as largely irrelevant to their work environment. These findings underscore the importance of acknowledging external influences in organizational inclusion strategies.

The thesis offers practical implications for organizations working to enhance inclusion. It emphasizes the need to move beyond one-size-fits-all approaches by regularly measuring employee perceptions, using targeted dashboards, and tailoring DEI actions to specific group needs. Even subtle statistical differences can have significant organizational implications, making data-driven decision-making critical. To support implementation, a five-step DEI roadmap is proposed, guiding organizations through leadership engagement, internal diagnostics, balanced DEI actions, and strategic positioning in politically sensitive environments.

Finally, the study highlights that the increasing politicization of DEI presents both risks and opportunities. Proactive monitoring of internal dynamics and external narratives enables organizations to navigate resistance, maintain employee trust, and foster more resilient and inclusive workplace cultures. This research contributes to a more nuanced, evidence-based understanding of DEI and encourages organizations to adopt employee-centered strategies that align with both long-term inclusion goals and evolving workplace realities.