Measurable Results for Inclusion

Hungarian companies that have actively promoted gender equality and implemented targeted measures to ensure that diversity, equity and inclusion are mainstreamed in their organizations and have demonstrated this in their applications, supported by objective data, have been recognized in a unique way. The Hungarian Business Leaders Forum (HBLF) has highlighted more than ten domestic companies for their performance.

The HBLF's Diversity and Fairness in the Workplace competition, based on results and objective indicators, aims to raise awareness of the importance of diversity and inclusion in the workplace and to encourage companies to continuously improve, the organization said in a statement.

This year, for the first time, EY Human Consulting experts helped to develop an objective set of criteria and assess the applications. Companies' efforts were assessed against mandatory and optional questions, grouping them into three main categories: companies that still need to improve on actions and metrics, companies that have met the requirements and organizations that can demonstrate outstanding results. In the ‘Outstanding’ category, the award was given to applicants that have implemented targeted measures and use measurable, ongoing follow-up to assess these measures.

The companies that have been awarded the ‘Outstanding’ distinction are Borsodi Sörgyár Kft., BP Business Service Centre Kft., Danone Kft., Ericsson Magyarország Kft., Generali Biztosító Zrt., Hilti Hungária (Szolgáltató) Kft., Michelin Hungária Kft., Shell Hungary zRt., Tesco-Globál Áruházak Zrt., Toyota Pénzügyi Zrt., Work Force Kft.

Other companies with distinction are Gerbeaud Gasztronómia Kft., Hungarikum Biztosítási Alkusz Zrt., METRO Kereskedelmi Kft., Művészetek Völgye Nonprofit Kft., Yettel Magyarország Zrt.

"As the exclusive representative of the EU Diversity Charter in Hungary, diversity and equal treatment have been a priority for HBLF from the very beginning – many of our initiatives are related to promoting these issues. Our cooperation with EY Hungary is unique in Hungary, as there are few tenders based on objective measurements," HBLF Board member responsible for the EU Diversity Charter. Zsuzsa Gárdus said.

EY consultants will also provide participating companies with individual feedback for their further development. Margit Farkas, Partner in charge of EY's Human Resources Consulting practice sincerely congratulated all the companies that applied: ”it was uplifting to see how many domestic companies are taking conscious steps to mainstream diversity and inclusion in their organizations. I am particularly pleased that we were able to contribute as a professional partner to the creation of this award and to create a forum through which we can raise awareness of the importance of diversity, equity and inclusion.”

Among the applicants, monitoring the gender balance scored the highest on average, with 21 out of the 22 applicant organizations monitoring it within their companies. In addition, the proportion of women in middle management and senior management positions also scored highly: 17 candidate companies currently have an equal number of men and women in middle management positions, and 15 companies had the same score for senior management positions. The monitoring of the pay gap is also reflected in the functioning of the candidate companies: 16 of them presented detailed practices in this respect. This is particularly noteworthy as the relevant EU Directive requires companies with more than 150 employees to publish a report on their progress in closing the gender pay gap by June 2027, the statement said.

Monitoring the gender gap in the performance appraisal process and the composition of recruitment committees are still less common in companies: less than half of the companies that have applied have such practices in place. The employment of workers with disabilities and the lack of measurement of employee engagement are also areas for improvement.