Inclusive entrepreneurship
Perhaps you have a social return obligation, Sustainable Development Goals are part of your business strategy or perhaps corporate social responsibility is the only way to do business for you.
Whatever position you come from, inclusive and social enterprise always delivers more. For all your employees, not just those with special talents and extra attention, it means more satisfaction and a more productive company.
What is inclusive business?
The aim of inclusive business is to create space for people who are currently on the side of the labour market. By looking critically at 'the work' and organising it differently, you create opportunities. Opportunities for jobseekers with a distance to the labour market. But also opportunities for your existing employees. By keeping them interested and committed, you remain an attractive employer. And finally, inclusive entrepreneurship offers opportunities for you as an employer: you are less affected by shortages because inclusive entrepreneurship allows you to make use of the labour market's broad potential.
Three times 'dáárom'
1. Loyal and motivated employees
Because people have been sitting at home for a long time or are used to fighting for their position, staff through WSP Helmond-de Peel are extra driven to get and stay in work. For example Judith Swinkels, who had been sitting at home for two years: 'I wanted to work again, get off that couch!'
2. Financially advantageous
Because we are 'government', we can help you free of charge with specialist knowledge on inclusive employment. And with dozens of schemes and subsidies, you undertake without worrying about risks or extra costs. This is how, with a little help, René Bervens has been working at Lasita Maja in Someren for 25 years.
3. Future-oriented
Inclusive business is the future. By doing so, you work on sustainable employability in our region. And because we look at work differently, we see opportunities to apply new techniques in the workplace. For instance, we use OSS at several companies to help employees work more efficiently.
Ultimately, inclusive entrepreneurship adds value for everyone. By looking at potential employees' personal strengths and exploring what we can really help you with as an entrepreneur.
A look in the mirror
Of course, you walk different paths and have different challenges if you want to exploit the opportunities of the broad labour market. We are honest about that. Stress has to be monitored to prevent drop-outs, workplaces have to be adapted. But we also know that inclusive business increases your attractiveness as an employer. Who wouldn't want to work for an organisation that is thoughtful, flexible and future-oriented?
Inclusive entrepreneurship during Entrepreneur's Day
During the Day of the Entrepreneur (19 November 2021), employers Gijs Verhagen (co-owner Rabauw Craft Beer), Bas Sievers (director-director Woonpartners) and Annet van Lijssel (HR Business Partner Schneider Electric) shared in detail their views on and experiences with inclusive entrepreneurship.
Very inspiring stories and definitely worth watching back! And because your time is scarce, we have summarised the topics in the success factors for inclusive business.
Success factors
1. Accept that sometimes things don't work out either
Inclusive entrepreneurship is something you do together. Success depends on good preparation, communication, support and guidance. But as in everyday life: not everything works. It is not always easy, but it is possible. By also embracing failures, we learn together from a 'brilliant failure'.
2. Experience that social impact is also profit
Inclusive business does not clash with commercialism. It is about the balance between profit and social impact. That makes doing business more challenging and more attractive. More and more jobseekers are looking for meaning and inclusive entrepreneurship strengthens your position on the labour market. Profit is important, but that sincere "thank you" from someone given a chance is priceless.
3. Treat employees equally
No one wants to be a 'target group'. Participation starts without labels. It's about someone's contribution to your business and the chain, not the payroll. Start from the question: who do we want to be and what is our dream? Let all talents work together to make that dream come true.
4. Don't just look at low-skilled staff
Do you mainly work with highly skilled staff? Then look at which tasks really require their expertise and which are better suited to other talents. Distance from the labour market does not necessarily mean low-skilled: highly skilled people can also have a limitation. Does someone have the knowledge and skills? Look together at what is needed to function well within your company.
5. Cut functions with 'job carving'
Jobcarving means taking a fresh look at what work needs to be done and who can best pick it up. Specialists focus on their core tasks, while other tasks fall to (new) talents. In this way, you maintain motivation and offer opportunities. This also helps with sustainable employability: with the rising retirement age, it is important to keep employees healthy and motivated, so that their knowledge and experience is retained.
6. Look differently at recruitment of new employees
With the tight labour market, it is no longer just about what employees bring to you, but also about what you offer them. Why should they choose your company? Look critically at your recruitment, dare to look at talent differently and see beyond diplomas and experience. This is how you discover hidden talents.
7. Just start!
Inclusive entrepreneurship starts in the workplace. Often it is just a matter of getting started. The 'distance to the labour market' is sometimes not with the jobseeker, but in the mind of the employer. It can be difficult, but the WSP offers support. Where there is a will, there is a way - and what you get in return is fantastic.