Assessment tool

The assessment tool for Diversity, Equity and Inclusion mainstreaming capacity is designed to help municipalities evaluate their progress on institutional DEI mainstreaming. By assessing the core “Impact Drivers” necessary for change, the tool allows your organisation to identify both strengths and areas for improvement. 

Reference: Mergaert, L., Forest, M., & Polykarpou, P. (2024). Diversity, equity, and inclusion impact drivers model for municipalities. Yellow Window.

Toolkit of DEI capacity-building materials 

The purpose of this toolkit is to provide municipal staff and DEI change agents with practical, evidence-based resources to support the mainstreaming of Diversity, Equality and Inclusion within their organisations. It provides actionable learning materials and new or existing resources, helping municipalities strengthen internal capacities, address institutional barriers and embed DEI principles into everyday organisational practices. 

Reference: Polykarpou, Panagiota; Madesi, Vasia; Mergaert, Lut; Toolkit of DEI capacity-building materials (2025) Antwerp: Yellow Window, 2025

What is (successful) DEI and how to measure and evaluate it?

This research report on DEI interventions is an adaptation of the first deliverable of Leiden University of Applied Sciences for a wider reading audience. It presents definitions of key concepts, discusses the motives behind DEI, and the different types of interventions organisations implement. DEI work also receives criticism by scholars and practitioners, mainly the risk of DEI policies being symbolic rather than leading to real change and their potential to obscure systemic issues of power and discrimination. Research also indicates the importance of intersectional work on DEI.

Reference: Zbeidy, D., & Çelik, S. (2025). What is (successful) DEI and how to measure and evaluate it? Research report on DEI interventions. Zenodo. https://doi.org/10.5281/zenodo.14725254

Inspiring practice: Inclusivity Panel for multiperspective decision-making in municipalities (City of Rotterdam)

Implemented by the municipality of Rotterdam, the Netherlands, with around 12,000 employees. Rotterdam has been a pioneer in integrating Diversity, Equity, and Inclusion (DEI) into municipal governance since the launch of the Inclusivity Panel in 2019. This initiative was created to deepen the city’s commitment to these values and to foster a more inclusive environment.

The Inclusivity Panel, an affinity group within the municipality, was established to offer both solicited and unsolicited advice on DEI matters. This panel has played a crucial role in elevating the importance of DEI in municipal operations, helping to increase awareness and drive policy changes.

Inspiring practice: Equal Opportunities City Table (City of Genoa)

Led by the Municipality of Genoa, Italy, the Equal Opportunities City Table is a municipal initiative that aims to structurally integrate Diversity, Equity and Inclusion (DEI) into local governance by coordinating efforts across departments and external partners.

The Table was developed in phases, starting with the formation of a core group of public and private stakeholders committed to advancing DEI. It now functions as a structured platform for joint planning, knowledge-sharing and collective action. By anchoring collaboration within the municipality’s operational model, the initiative helps embed DEI as an institutional responsibility supporting a shift from isolated activities to a more systemic and sustainable approach. Regular meetings, shared priorities and a growing network strengthen internal alignment and long-term impact.

Inspiring practice: Strategic Framework for a Diverse and Inclusive Human Resources policy (City of Ghent)

The Municipality of Ghent, Belgium, has embedded Diversity, Equity and Inclusion (DEI) into its internal operations through a Strategic Framework for a Diverse and Inclusive Human Resources Policy (2021–2025). This municipal-level framework reflects Ghent’s commitment to inclusive employment and institutional transformation.

Developed to guide all departments, the framework sets out DEI priorities focusing on employees with disabilities, LGBTQIA+ staff, and individuals of foreign origin. It proposes 85 concrete actions to be tailored and implemented across the administration. The framework also promotes the creation of internal peer networks, strengthening belonging and employee wellbeing. A revised version is planned for 2025 to reinforce and expand the city’s long-term DEI strategy.

Inspiring practice: Safe Spaces at work: Ghent’s staff-led inclusion network (City of Ghent)

The Municipality of Ghent, Belgium, is fostering an inclusive workplace by supporting voluntary, identity-based employee networks. Recognising the importance of peer support and belonging, the city has established three internal groups for employees with a migration background (Link), employees with a disability (AHA), and LGBTQIA+ employees (Roze Neuzekes).

These networks create informal support spaces, strengthen social cohesion, and reflect the diversity of Ghent’s municipal workforce. While independent and employee-led, they are embedded in the municipality’s broader DEI strategy and occasionally provide input to HR and management. Their presence has helped normalise conversations on identity and belonging, contributing to a more inclusive internal culture.

Inspiring practice: Handout – The Concept of an Inclusivity Panel (City of Rotterdam)

This detailed handout complements the inspiring practice on the Inclusivity Panel from the Municipality of Rotterdam. It provides an in-depth look at the structure, objectives and mechanisms behind the panel with insights into how it works to counteract institutional discrimination within municipal processes.

Organised around four key pillars, the document outlines how the Inclusivity Panel fosters intersectional perspectives and systemic change within the organisation. It also presents the theoretical framework behind the intervention, based on research by the Kennisplatform Inclusief Samenleven (KIS) and discusses approaches to monitoring and evaluation.

This handout serves as a practical resource for municipalities seeking to adopt similar models to strengthen internal DEI infrastructure and shift institutional norms.

Webinar: Advancing LGBTIQ+ Inclusion in City Administration – Insights from the City of Vienna

As part of DiGiN’s mutual exchange series, this webinar explored how municipalities and workplaces can strengthen LGBTIQ+ inclusion within their internal structures and everyday operations. The session was organised by Yellow Window in collaboration with the City of Vienna and brought together municipal staff, HR professionals and DEI practitioners from across Europe.

Dr Helga Haberler, Officer at the Vienna Anti-Discrimination Office for LGBTIQ Affairs, drawing on Vienna’s longstanding institutional commitment to equality, presented how the city embeds LGBTIQ+ inclusion across governance structures, internal processes and workplace culture. She shared concrete tools, procedures and mobilisation strategies that support sustainable organisational change.

This webinar is part of #InsideInclusionEU, DiGiN’s campaign focusing on building institutional inclusion from within. The recording is available for those who could not attend or wish to revisit the discussion.

Inspiring practice: Becoming a Non-Sexist City: A Cross-Cutting Governance Model for Equality (City of Nantes)

The City of Nantes, France, has developed a comprehensive model for building a “Non-Sexist City”, integrating gender equality into all areas of public action. Through a strategic framework organised around four axes, the city works to prevent sexism, redesign public spaces, strengthen institutional equality and support women and LGBTQIA+ people.

Key measures include schoolyard transformation, period-poverty initiatives, behaviour-change campaigns, gender budgeting and the Citad’elles support centre for women victims of violence. Nantes’ open governance model, involving over 90 associations, ensures a continuous dialogue between the municipality and civil society and helps sustain long-term cultural change.

Inspiring practice: Advancing LGBTIQ+ inclusion through a dedicated Anti-Discrimination Unit (City of Vienna)

This inspiring practice presents how the City of Vienna has embedded LGBTIQ+ inclusion into its municipal administration through the long-standing work of the Viennese Anti-Discrimination Unit for LGBTIQ Issues (WASt), drawing on the insights and experience of Mag. Dr Helga Haberler, social scientist and officer at WASt.

Through her contribution, the factsheet illustrates how WASt functions as a transdepartmental structure connecting political leadership, administrative departments and civil society, combining individual case support with systemic institutional change.

The document outlines Vienna’s multi-phase approach, from establishing a dedicated unit and embedding a legal and policy framework, to building internal complaint mechanisms, mainstreaming inclusion into municipal services, sustaining public visibility and funding community organisations. It also highlights how the city mobilises staff and change agents to ensure that LGBTIQ+ equality is treated as a shared institutional responsibility rather than a niche topic.

By presenting concrete implementation steps, demonstrated impacts and lessons learned, this inspiring practice offers a transferable model for municipalities seeking to strengthen internal governance, foster inclusive workplace cultures and achieve long-term structural change.