Marjolein Dennissen

157 Appendices Appendix 3 Illustrative data of discourses by diversity network board members Discourse Illustrative quotes Discourse of individual career responsibility We always clearly communicated that we would not engage in those sort of things [chocolate tastings, styling tips, clothing-, color therapy]. We have always deliberately said: ‘we are not focusing on that’. We really focus on workshops, to create a network, more the professional.. aiming at work. (Gina) Well, [the women’s network] is actually a network for women in salary scale 8 to 11 [middle management positions]. For ambitious women, there is no age limit, but just to stimulate [career] advancement. I want to help stimulating that advancement. So actually, that is predominantly what we do: helping women, advising. I regularly talk to women who, well, issues they encounter, but especially how I can help them further, what they can do themselves. (Betty) I want to make sure that the ownership of the issue, of why so few women advance, that that [ownership] comes to lie with every woman. So that you do not only think why you.. because it is a choice, you don’t have to. (Sonya) In any case, awareness about the possibilities for women. Women are sometimes a little bit different than men, also with regard to networking or handling things.. Uh.. And I have the idea that they [women] have to get even more tools to take that step. (Diana) At first we said that we would organize a meeting. One of the ladies (…) had a very nice presentation about, just about the differences between men and women. So about.. uh.. In a meeting, a woman will wait for her turn; a man, when he thinks he is right, yells right through. (..) In order to, to open the eyes of those ladies. (Ellen) Discourse of belongingness and visibility You know, [the young employee network] is well… there are indeed a lot of youngsters, young [employees], but not a lot of color. And what I also hear of for example many employees who have joined [the ethnic minority network] but not [the young employee network], is that they indicate that: you know, at [the ethnic minority network] I feel more at home. (Carol) Unfamiliarity with line managers in recognizing, developing bicultural talent. Uh.. the need to be recognized and acknowledged. So that, in the end, you feel at home. So that you are not forced, or at least that you don’t have the feeling of being forced to put on a certain mask, to behave as a frat boy. (Colin) It is about bringing people together. And not so much.. uh.. creating a particular box. So we have deliberately chosen to do so. We want to get rid of the label that it is about other people. It is about everybody. (Colin) People are not very eager to put a separate target group forward, so to speak… And we do not want that as a network. (Marvin)