DE&I at TOPdesk

Listening to all voices at TOPdesk

Putting colleagues in the spotlight just to showcase our diversity felt uncomfortable. As the writer of this blog, I don’t want to do anyone a disservice but rather emphasize the importance of inclusion and give space to underrepresented voices. I see it as my responsibility to contribute to a work environment where everyone feels safe and valued.

So, I approached a colleague and asked her honestly how best to approach this. Except for a one-year break, Sasha Koning has been working as a developer at TOPdesk since 2007. Over the years, she began a gender transition, which also impacted her work at TOPdesk.

Hi Sasha, it’s no coincidence I’m coming to you to write a blog about DE&I. What are your thoughts on this?

Sasha: “It’s true that we can’t just push people forward to show how diverse we are. On the other hand, the best stories often come from those who face discrimination in their daily lives. Let them explain why working at TOPdesk is such a positive experience.

In that sense, it makes sense not to ask the average Dutch, white, straight man. Although, you could also let him talk about how he picks up his kids every Thursday at 3 p.m. and continues working from home afterward. That’s never an issue at TOPdesk either— that’s inclusion too.”

At TOPdesk, we mainly look at your talents. We want new colleagues to be a cultural fit and for personalities to match within small teams.

How would you describe TOPdesk’s culture when it comes to diversity and inclusion?

Sasha: “At TOPdesk, we mainly look at your talents. We want new colleagues to be a cultural fit and for personalities to match within small teams. At TOPdesk, you’re also given the space to be yourself and to express what you are or aren’t comfortable with. That’s the foundation—for everyone.

What we try to do is create a work environment where everyone can be themselves. We hire many people who are open to that, and that naturally creates a culture where others follow.

One example is that more and more colleagues are now adding their pronouns to their email signatures. It may seem like a small gesture, but it shows the outside world: you can be yourself here. And if even one person thinks, ‘Why don’t we do that?’—that’s already progress.”

Last year, we introduced a DE&I policy. Why was that necessary?

Sasha: “I think it’s important to make a statement. As a company, we want to show who we are and what we stand for. That we don’t tolerate people being treated a certain way by colleagues, customers, or external partners. It sets expectations when you sign a contract with us or start working with TOPdesk. And it gives us a framework to act decisively in case of incidents.

Personally, I’m lucky that I haven’t noticed much difference before and after the policy. I’ve always been able to be myself because I was well supported. If I ever felt uncomfortable, I could always speak up, and it was taken into account.”

A DE&I policy sets expectations when you sign a contract with us or start working with TOPdesk.

Nothing is impossible

Have there been specific moments when you felt especially seen at TOPdesk?

Sasha: “Definitely. A few years ago, I first changed my name and asked to be addressed as Sasha. The responses I received—from long-time colleagues and new ones alike—were similar: something like, ‘So glad to hear you’ve made this decision for yourself. These journeys are always tough. We support you for who you are.’ That meant a lot.

About a year ago, I had my entire account changed. I didn’t want to be reminded of my old name anymore. I spent a morning with IT to update everything. They said, ‘We’ve never done this before, but we’ll figure it out.’ After fifteen years, your name is everywhere—linked to your account and all kinds of data—so it’s a technical puzzle. But no one ever said it couldn’t be done.”

An inclusive company culture

Iris is a technical consultant at TOPdesk Belgium and a member of the international DE&I guild. They helped shape the DE&I policy and are one of the organizers of the annual DE&I Week at TOPdesk. We asked them about the importance of such a policy.

Why did TOPdesk need to put its DE&I policy in writing?

Iris: “TOPdesk wants to contribute positively to a society where everyone feels welcome. A clear DE&I policy helps with that and should be embedded in the company culture.

Did you know that at TOPdesk we also do volunteer work during work hours, invest in sustainable office buildings, and drive electric lease cars? With these efforts, we aim to make a difference in each of the eight countries where we operate.”

Research shows that diverse teams are more productive, innovative, and profitable than homogeneous ones.

Ready for the future with DE&I

What is the impact of a DE&I policy?

Iris: “Having and communicating a DE&I policy builds trust. It makes a company like TOPdesk more attractive to work for. An inclusive culture not only attracts talent but also helps retain it.

Moreover, research shows that diverse teams are more productive, innovative, and profitable than homogeneous ones. Collaborating from different perspectives often leads to creative and effective solutions!”

What’s the risk of ignoring or completely rolling back DE&I initiatives?

Iris: “You risk the opposite of what I just mentioned: becoming less attractive as an employer. Employees may feel less heard. A well-defined policy promotes psychological safety and engagement.

Without an active DE&I policy, leadership positions remain in the hands of the same group. Yet a diverse leadership team is incredibly valuable. Today, we see companies scrapping their DE&I policies. That might save costs in the short term, but a successful, innovative—and therefore inclusive—organization is built for the future!”

Want to make an impact at TOPdesk too? Whether you want to help build our organization or the software itself: check out our vacancies and apply for the perfect job for you!