SOMO and diversity

Diversity, equity and inclusion

SOMO aims to integrate an intersectional approach to gender and diversity in her work and internal organization, drawing on an analysis of dynamic and diverse power relations. SOMO promotes diversity, equity and inclusion on three levels:

1. organisational level;
2. cooperation level;
3. strategic / project level.

On organizational level policies are implemented to:

• Have a gender balance and promote diversity on board and management level;
• Promote diversity in vacancies, recruitment and selection;
• Inclusive decision making by implementing horizontal way of organizing, collective strategic decision making and participatory policy development;
• Raise awareness and train staff to integrate gender and diversity / intersectionality in all elements of the work (at least one workshop / training a year).
• Include gender focus in the internal audits of SOMO processes.

On cooperation level processes are implemented to:

• Assess new partners on gender/diversity in the organisation;
• Plan and monitor on gender strategies applied in the projects implemented together with our alliances.
• Collaborate with gender and feminist groups on different projects and campaigns around the world.

On strategy and program level SOMO:

• Started to integrate gender / intersectionality as one of the focus areas.
• Has developed research methods for gender aspects in supply chain research.
• Carries out research in the field of intersectionality e.g. Gender and the policies of Dutch Banks (together with the Fair Finance Guide); Gender and the OECD Guidelines for Business and Human Rights; Gender and Tax Justice.

Diversity goals

SOMO invests in agenda setting, awareness raising and providing tools to promote diversity, equity and inclusion. Our goal is an increased number of colleagues that integrate an intersectional approach to diversity and gender in their work at both programmatic and organisational level.

Progress is monitored by the working group ‘intersectionality and gender’. This working group meets 4 times a year with the managing director to discuss the process and decide on actions to stimulate the continuous learning process. The working groups also gives advice on new vacancies to improve the recruitment and selection process.