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Diversity & Inclusion Mission Statement

We are #ONETEAM

At Trilations, we strive to create a unique company culture where everybody feels respected, valued and supported. In and outside our company, we are committed to creating an atmosphere that is free from discrimination and harassment, where everybody feels empowered to be their authentic selves at all times.

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Diversity and Inclusion is part of our DNA. We believe that diversity encompasses more than just demographic differences, and we actively seek to embrace and celebrate diversity in all its forms. We are dedicated to promoting an inclusive environment where all employees, customers, and partners feel welcome and included.

In our opinion, fostering such inclusive environment and a workforce with unique strengths and perspectives is not only the right thing to do, but also the best way to grow towards a company that drives innovation, creativity and success.

Our goals & action points

In order to ensure that we act according to our mission statement, we aim to reach the following three goals in terms of Diversity & Inclusion:

Equal employment opportunities

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Continuous learning, growing and improving

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Feeling heard and valued

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Equal employment opportunities

First, we strive for equal employment opportunities for all employees and applicants, regardless of race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability or age.

Our commitment to attracting a diverse group of candidates remains strong, and we will continue to employ our open recruitment and hiring strategy. This approach involves using a range of online and offline recruitment sources and gender-neutral language in job descriptions to avoid wordings that could discourage certain individuals from applying. Furthermore, we incorporate both objective skill tests and personally fit assessments that are provided and evaluated by an external entity. We are dedicated to improving and adapting our strategy.

To safeguard that all employees are paid fairly and equitably, we conduct a pay equity analysis. This process ensures that there are no disparities in earnings based on the demographic characteristics mentioned above.

We prioritize objective and measurable criteria in our performance evaluations using our development framework. Using these guidelines ensures that personal biases do not influence evaluations and that all employees are evaluated correctly and impartially.

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Continuous learning, growing and improving

Second, we understand that stimulating diversity and inclusion requires ongoing effort, and we are committed to continuously learning, growing, and improving in this area.

Fostering a culture of diversity and inclusion calls for a collaborative effort from all members of a team. To this end, we have established a team of passionate individuals dedicated to promoting diversity and inclusion within our organization. This group aims to educate our colleagues on D&I matters, create awareness about different nationalities, facilitate the integration of foreign individuals, and encourage the use of inclusive communication and behaviours.

In addition to the efforts of our D&I team, the Learning & Development team offers both live and online soft skills training sessions to all employees that raise awareness on diversity, inclusion, and unconscious bias. These trainings serve to cultivate a more inclusive work environment, and promote empathy and understanding towards all individuals. Our teams work together to create a sense of community and support while also identifying and addressing any issues related to diversity and inclusion

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Feeling heard and valued

Third, we aim to be an organization where our employees feel heard and valued, with their opinions and perspectives being important to us. This will enable us to gain valuable insight into their experiences of diversity and inclusion within our company. By understanding the beliefs of our employees on this topic, we will take the necessary measures to improve our approach and further enhance inclusivity.

Our top priority is to ensure that our employees feel comfortable discussing their thoughts and emotions without fear of judgement. We understand that conversations around incidents where diversity and inclusion is not being respected can be sensitive and private, and that is why we have implemented various feedback systems to facilitate anonymous sharing of experiences.

One of these feedback systems is our annual "Happy @ Work" survey which includes questions pertaining to diversity and inclusion matters. Additionally, we have a Culture Club comprising of team representatives who gather input from team members and brainstorm potential solutions if any improvements are necessary.

Every employee has a godparent and counselor for any support and guidance throughout the whole career at Trilations. However, we also have confidential advisors in our company who are available for employees to request private sessions for advice and support whenever needed. By having these systems in place, we aim to create a safe and inclusive environment where our employees feel supported and heard.

The leadership team of Trilations and us, as original founders, are proud to represent a company that serves satisfied customers in more than 50 countries. We are also convinced that this is not possible without a D&I policy that enables us to embrace top talents out of 16 nationalities.

  • Johan Vermeiren & Luc Janssens

    CEOs