iulia, to start with an overview, what does the diversity & inclusion area look like for randstad digital romania?

iulia:

For us, diversity means the variety of perspectives that improve the way we make decisions and build solutions. Inclusion is the mechanism through which these perspectives are effectively integrated into daily work.

For example, even our HR team is diversified in terms of experience and is composed of colleagues with different backgrounds (HR, engineering, law, psychology, sociology, leadership), which allows us to analyze problems from multiple angles and reach more robust solutions. This mix contributes directly to the quality of processes and organizational performance. Intercultural collaboration stimulates innovation and helps us deliver solutions better aligned with the global needs of our clients.

In addition, many of our engineering colleagues work in an international environment and collaborate daily with teams from countries such as the USA, France, Germany, Belgium, or India. This context is extremely valuable for a technical organization because it exposes teams to different work styles, varied approaches to problem-solving, and international quality standards.

A key element of our future strategy is also the reskilling of all colleagues in the area of AI.

Because most of the time for us diversity is evaluated in figures, I can tell you that the latest reports showed us that 34% of our team is made up of women, and if we look at leading roles, the percentage increases to 36%.

once a new employee joins us, how do we support their integration and how do we ensure they have access to the same development opportunities?

iulia:

We believe that equal access to emerging skills is essential to support both the business and real inclusion. Therefore, this strategic direction has been translated into clear learning objectives, so that every employee, regardless of role or background, can evolve and remain relevant in a constantly changing technological context.

To ensure rapid and coherent integration, we have digitized the onboarding process, offering the same experience to all employees, regardless of location. In addition, we provide learning platforms such as Udemy and Randstad University, foreign language courses (EF or external trainers), and other continuous development resources.

At the same time, the core hours model offers flexibility in organizing the work schedule, allowing colleagues to optimize their time without affecting collaboration. This system supports both productivity and the balance between professional and personal life, essential aspects for long-term performance.

We want to constantly offer colleagues the opportunity to give us feedback on how they feel in the organization, which is why we periodically send out satisfaction surveys.

We count on all colleagues to send us their feedback because, especially now when we work hybrid, without their perspectives it is more challenging to know how they feel in the organization.

how do we take these values outside the office, through our social involvement actions?

iulia:

We choose campaigns that allow us to help where it is needed. The year 2026 debuted with proposals to support education.

Recently, through the "Don't postpone the joy" campaign, we collected and sent packages of books to children in rural areas.

At this moment, we have another campaign to support volunteering in progress. It is called Tech Forward @RD Romania and invites our engineers to offer support to children and young people interested in technology and education. Through a few mentoring sessions, they can share knowledge from the areas they use every day and, thus, contribute directly to their development and to the support of digital education.

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