In the fast-paced world of technology, innovation isn't just about code—it’s about the diverse perspectives that challenge the status quo.
At Randstad Digital Romania, whether it’s the variety of backgrounds that improves our decision-making or the international environment our engineers navigate daily, D&I is about integrating different perspectives to reach more robust solutions.
We sat down with Iulia Crasmariu (HR Country Lead) and Denisa Minea (Principal Recruiter) to understand how these principles are applied in our recruitment, our daily work, and our social impact initiatives.
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.
denisa, everything starts with the people we bring into the team. how do we ensure that the recruitment process is an objective one and that we offer equal chances to every candidate?
denisa:
In recruitment, objectivity is our priority. We focus on competencies and the potential to bring value to the team.
From our perspective, recruitment is about attracting and selecting the right talent in an equitable, responsible way that is aligned with our values, building diverse teams that can perform sustainably and support the long-term growth of the organization. Thus, we promote our recruitment ads on as many channels as possible, and colleagues with various functions within the team participate in the recruitment processes to provide a complete and as objective as possible evaluation process.
Even if our teams are currently mostly composed of people with experience, diversity remains a priority. It does not come only from experience or title, but from the way each colleague contributes with unique perspectives, different work styles, and complementary skills. We thus create an environment where every voice counts, ideas come to life, and our talent can develop to its true potential, for performance, innovation, and common success.
In addition to this commitment, we aim to encourage and develop the next generation of professionals through structured internships, offering students real opportunities for learning and practical experience. Even if we do not hire interns to the same extent, we can all get involved in building their future through mentoring, offering guidance, access to relevant projects, and constructive feedback, so that everyone can discover and harness their potential in an inclusive and collaborative environment.
what does randstad digital romania aim for in the next period in this direction?
iulia:
In practice, this commitment translates into clear and consistent initiatives. Thus, we aim to build processes and contexts that encourage open dialogue, authentic collaboration, and equitable access to opportunities.
concretely, we focus on:
- creating a safe space where colleagues can express different opinions without fear of judgment;
- developing managers to lead diverse teams with empathy and clarity;
- recruitment, evaluation, and development processes that emphasize potential, performance, and alignment with our values;
- encouraging bidirectional feedback and continuous learning as a natural part of our way of working.
We view diversity & inclusion as a process of continuous evolution, not as a set of static rules. We assume that we will learn, adjust, and constantly improve the way we work together, so that every colleague has the chance to reach their potential and contribute to our common success.
We believe that an organization that invests in people, respect, and collaboration is a stronger, more resilient organization, and better prepared for the future.
many thanks to iulia and denisa for the information provided.
At Randstad Digital, we view D&I as a process of continuous evolution. It’s about building an environment where open dialogue is encouraged, and where every colleague has equitable access to the opportunities—and the skills—needed for the future. By focusing on potential and performance, we ensure that our organization remains resilient and prepared for the challenges of a shifting technological landscape.