Czech-Slovak Forum on Diversity and Inclusion Opened Discussion on Innovative Topics for Cooperation Between the Two Countries

The Czech-Slovak Forum on Diversity and Inclusion was hosted by Thermo Fisher Scientific Technology Centre in a truly unique venue of the centre itself. Among guests were the prominent Slovak sociologist Silvia Porubänová, columnist and journalist Petr Bittner and representatives of the signatory companies of the Diversity Charter from the Czech Republic and Slovakia, IKEA, TESCO STORES SK, Whirpool Corporation SK and also the host company Thermo Fisher Scientific.

The Czech-Slovak Forum on Diversity and Inclusion took place in Brno on Wednesday
12th October 2022. The Forum co-organized by Business for Society & Diversity Charter Czech Republic and Business Leaders Forum & Diversity Charter Slovakia was one of the Diversity & Inclusion MasterClass project activities, a project funded by the European Union’s Rights, Equality and Citizenship Programme.

As the title of the Forum suggests, the discussion focused on diversity and inclusion in the Czech-Slovak relations in the context of international cooperation. The discussed topics included: the current social and economic challenges for the implementation, management and development of diversity in the Czech and Slovak labour markets, position of women in the labour market, parents at work, age diversity and population ageing, how diversity and inclusion help Ukrainian war refugees in the difficult times as well as other topics.

Petr Strelec, Senior R&D Director and Site Lead at Thermo Fisher Scientific, spoke about how the company works with diversity and inclusion and how these are truly embedded in the company's DNA: „Everyone can be their true self, express their opinions and communicate their ideas and suggestions." He pointed out that diversity of opinions and perspectives are the main benefits of diversity and are absolutely essential for the innovation business of Thermo Fisher Scientific. He presented diversity and inclusion not as values, but also as a perfectly rational business strategy that is beneficial to any enterprise. He also mentioned that: "…diversity needs to be constantly nurtured and pushed forward to become a natural part of a company‘s culture."

The Slovak Diversity Charter was represented by its director Ivana Vagaská, who in her opening speech said, among other things: "This is the first event ever where we look at diversity and inclusion in the context of Czech-Slovak relations. I am convinced that despite almost 30 years of independence of the two countries, there are more things that unite us rather than those that would be bringing us apart. I am happy that this event opens up opportunities for building even stronger Czech-Slovak relationships." 

Pavel Štern, Director of Business for Society, Czech Republic, noted: „Today’s meeting is unique. As far as diversity and inclusion are concerned, we are addressing numerous topics together with our corporate partners. Our extraordinary relationship with Slovakia might lead to developing stronger links between the labour markets of the two countries not only in the corporate sector but also on the level of public and local administration! Czech and Slovak signatories of the Diversity Charter set strong examples of cross-border good practice in integrating diversity and inclusion!”

The discussion part of the forum opened with a "talk show" with a columnist and editor of the daily ‚Referendum‘, Petr Bittner, and a prominent Slovak sociologist and Executive Director of the Slovak National Centre for Human Rights, Sylvia Porubänová. In their dialogue, they reflected on the "differences and connecting elements" between Czech and Slovak society and sought ways to deepen international cooperation at both private and public levels.

Silvia Porubänová herself has Moravian roots, and she perceives a very close connection between the Czech Republic and Slovakia. As she pointed out, many Czechs and Slovaks, continue to feel this way because there is a lot that the two nations have in common. As for the differences between the two countries in terms of perception of diversity and inclusion, a slight generalization might suggest that Slovaks are more traditionalist and conservative and put a lot of emphasis on family values and traditions, while the Czechs are more liberal. However, as Silvia Porubänová pointed out, this may not necessarily apply to everyone. When it comes to personal life, Slovaks can quickly decide what is important for their career and personal life. That is why there are more Slovak students in the Czech Republic and more Slovaks working in the Czech Republic than vice versa. Finally, she mentioned that both nations continue to learn from each other, in interpersonal relations as well as in companies this is a very natural and smooth process. It would be nice to see this alignment reflected also on the governmental level and in political activities or strategies. We need to strengthen our social and economic cooperation and look for synergies.

The next, exclusively "corporate panel" was devoted to the Czech and Slovak labour markets with panellists representing the Czech and Slovak Diversity Charter signatories. In their contributions they highlighted examples of good practice in diversity and inclusion that work very well in both markets. A debate was held on the challenges they face and what might help address these challenges.

Renata Millerová, HR Director, Thermo Fisher Scientific, mentioned that Thermo Fisher Scientific succeeded in turning diversity and inclusion into a topic that has been widely accepted across the company and incorporated in its internal culture and business strategy. In particular, she pointed out well functioning parent support programmes, overall approach to all employees, and welcoming attitude towards minorities. According to her, the biggest challenge is the lack of IT and engineering experts in both labour markets. Collaboration and communication across generations represent another challenge, in particular between the so-called millennials and younger Generation Z, as they demonstrate a number of differences in the way they handle work time, personal priorities and in how they use technologies. And there are more challenges like working with the so-called sandwich generation and the gradual ageing of the population. These issues require attention of HR departments as well as of company managements. Renata Millerová would appreciate, if  the governments of the two allied countries supported legislation facilitating cross-border mobility.

Miroslava Rychtárechová, Head of Country People Operation Manager, TESCO  STORES SK, said that diversity must be seen as part of the corporate culture, not only as a task for HR departments. TESCO is dedicated to employing people with disabilities and people from marginalized groups, this approach has a positive effect on customer perception and helps break down barriers and stereotypes. In agreement with Renata Millerová, she pointed out the lack of IT professionals and experts represent a challenge at both labour markets. She also pointed out that in the age group of 18-24 the number of people who participate in the labour market has dropped by fifty percent over the past decade. The visible decline in the interest of this group of high school graduates to enter the job market is a topic that TESCO will continue to address to ensure age diversity of the workforce. Recruiting new young talent and supporting them is important for any company.

Roman Bojko, Equality, Diversity & Inclusion Leader CZ, SK, HU, IKEA spoke of gender equality as one of the topics that receives major attention in IKEA across all its markets. He also pointed out the challenge of finding employees for logistic and technical professions and of retaining employees in both countries in the long-term. Recent challenges include integration of Ukrainian refugees into the labour market and into companies and support of existing employees in view of the current inflation and energy crisis, as many of the employees may find themselves in a difficult situation and will expect support from their employers.

Jaroslav Grygar, Senior Manager, Business HR, Whirlpool Corporation SK, aroused great interest by presenting the company’s unique diversity and inclusion programme working closely with the Roma community. The Slovak branch of Whirlpool Corporation is based in Poprad, a city facing many structural and social problems. Over a relatively short period of time, Whirlpool has achieved the unprecedented: 23% of their Poprad employees are Roma men and women. Jaroslav Grygar described how candidates are recruited at regional schools and vocational schools and how the company systematically works with the candidates making a very positive impact on the local Roma community. This successful and unique inclusive project has inspired many companies that are now learning how to work with the Roma minority. The Whirpool training centre is open to everyone, even to candidates with incomplete primary education. Everyone, even clients of community centres, can find support there and successfully integrate into the labour market. This is very important, as without inclusion and the helping hand these people would have zero chance of entering the labour market.

The final block of the forum was dedicated to sharing good practice and presented sources of inspiration for employers who are about to start implementing the principles of diversity and inclusion. Pavel Štern and Kamila Čubanová of Business for Society briefly introduced the Diversity and Inclusion Master Class project. They also presented open tools under development – Diversity Compass and D&I MasterClass set of tools – designed for less experienced employers wishing to promote diversity and inclusion in their companies. The open tools will be soon made available to employers planning to embark on this journey.

Current issues related to the war in Ukraine and relating issues affecting labour markets in both countries were also discussed at the Forum. Representatives of responsible companies shared their experience and examples of support and solidarity in their companies as well as issues related to the economic impact of the war and to the employment and integration of Ukrainian war refugees.

2021 Diversity Index certificates were presented to Thermo Fischer Scientific and Kyndryl at the Forum. The certificates recognize Czech Diversity Charter signatories for achieved results and efforts in promoting diversity and inclusion in corporate culture. Congratulations!

The Czech-Slovak Forum concluded with a unique excursion into the cleanroom of Thermo Fischer Scientific, where electron microscopes are assembled.