Creating an Inclusive Company Culture for Internationals

Last month, we gathered for the third edition of our Unlocking Global Talent Expert Talk series. What began as a simple question (“How can companies better support their international workforce?”) quickly unfolded into a lively, honest, and deeply human exploration of what belonging really means in today’s globalized workplace.

From Undutchables’ perspective as a recruitment partner for internationals, creating inclusive environments has always been more than a professional responsibility - it’s woven into our DNA. This session brought that philosophy to life as we zoomed out to look at inclusion from a variety of angles. Building inclusive workplaces is not just strategically important and a brilliant success strategies for companies, it is also essential to helping international employees (and their families) thrive.

From practical strategies to deeply personal stories, the session was filled with fresh insights, honest conversations, and a genuine sense of community. Here’s a look back at the highlights from the wonderful discussions led by Marjan Stoit from Undutchables, Wendy Broersen from Superpeople Company, and AJ Jagtap and Sheila da Silva Sens from ASML.

Beyond Recruitment: Why Inclusion Matters More Than Ever

Our commercial manager, Marjan Stoit, kicked off the session by reframing inclusion not as a corporate initiative, but as a strategic advantage that directly drives innovation, engagement, and long-term retention. True inclusion recognizes the whole person behind a CV. That includes culture, identity, lived experiences, and — something often overlooked — their partner or family.

Many internationals relocate as a duo or family, not alone. And when the partner or children struggle to integrate or feel at home, the ripple effects reach far into the workplace. We’ve seen it firsthand: companies that invest in spousal support, community-building, and cultural onboarding dramatically improve both retention and employee well-being. When partners thrive, employees stay.

Achieving this level of inclusion starts with taking a close look at the recruitment and onboarding journey and implementing intentional practices that help internationals feel both seen and supported throughout the hiring process. Here are a few key shifts that do not have to be difficult to do and can make a big difference.

Skills-first hiring

A truly inclusive recruitment process begins with focusing on what candidates can do. We sometimes miss out on talents that job seekers bring to the table when we take a narrow approach to the review process. Skills-first hiring removes unnecessary barriers by shifting attention away from nationality, accent, or educational origin and toward practical capabilities, experience, and potential. This approach not only broadens the talent pool but also ensures that internationals are evaluated fairly and objectively, increasing the likelihood of finding the best match for both the role and the team.

Bias-aware practices

To build diverse and inclusive teams, organisations must actively identify and reduce bias throughout the hiring process. This includes reviewing job descriptions for exclusionary language, inviting a variety of perspectives into interview panels, and designing a selection process that gives internationals an equal opportunity to demonstrate their strengths. Bias-aware hiring is not about removing personal judgment, but about refining it and promoting representation to create a more equitable, thoughtful, and culturally aware recruitment experience.

Active guidance and adjustment

In our role as recruitment partners, we also support clients in broadening their perspective and increasing their comfort with hiring international teams. Many organisations underestimate the value that global talent brings, or are unsure how to integrate international employees successfully. And even the most international companies with years of experience creating inclusive workplaces cannot fall asleep on the job. It is important to continue to seek knowledge from international employees to understand what is working (and what isn’t) and adjust where necessary.   By offering guidance, challenging assumptions, and sharing best practices, we help employers expand their mindset and confidently tap into the diverse global talent pool that is already available to them.

The bottom line: inclusion starts well before someone signs their contract.

Creating a Culture Where Everyone Belongs: Success Stories from ASML

Our partners at ASML took the floor next to share success stories from their international Employee Resource Groups and initiatives for inclusion of not only their employees, but their friends, family, and the surrounding community. Their presentation painted a vivid picture of a company operating on a global scale - more than 44,000 employees, 148 nationalities, and offices across three continents - where “great minds think unalike.”

ASML shared the very real challenges that internationals face when relocating to the Netherlands: navigating an unfamiliar work culture, adjusting to new norms, restarting life from scratch, and trying to find a sense of belonging far from home. These challenges aren’t abstract, they have a real impact on the productivity, engagement, and mental well-being of international employees every day.

Luckily, ASML is very aware of this and are very active in taking this into account in their teams and company-wide. They can attest that intentional inclusion can transform those challenges into opportunities. Some of their successful initiatives include:

• Robust onboarding programs that take the challenges of international and diverse employees into account.
• Inclusive leadership training with programs specifically designed to get individuals involved that may otherwise not have seen themselves as leaders.
• Cultural awareness workshops that are both fun and informative. Plus, often also bring the community and friends and family of their employees together.
• A wide range of Employee Networks focused on employees with various backgrounds that focus on cultivating environments where each person can be successful and have the support they need.

One standout example was ASML Connect, a vibrant community supporting internationals and their families through cultural events, community outreach, mentorship, and practical integration programs. Whether celebrating global traditions or building bridges across teams, the network helps internationals create a sense of home in their new country and position - something no relocation package alone can achieve.

The takeaway? Inclusion is not a single initiative but a living ecosystem that requires work and the involvement of team members at every level.

Microaggressions Bingo: Learning through Laughter and Honesty

To close the session, Wendy Broersen from Superpeople Company led an interactive session that became an instant highlight. Her “Microaggressions BINGO” was as revealing as it was engaging. The game was designed to invite participants to acknowledge common everyday comments internationals and individuals from diverse backgrounds often hear and explore their impact and ways to  respond more thoughtfully.

The room quickly filled with nods, laughter, and candid stories as everyone recognized many of the points on the BINGO card. As people shared their personal experiences and perspectives it became overwhelmingly clear that these seemingly small moments can make a big difference. This gamified way of discussing DEI allowed the group to have a fun time while also asking open questions and leaning into both the discomfort and the humor of recognizing their own blind spots. It was learning in its most human form - and exactly the kind of open dialogue that promoting more inclusive workspaces requires.

Wendy then left us with five simple but powerful reminders for working effectively across cultures:

1. Don’t assume, ASK. Be curious.
2. Use mentoring and reverse mentoring as bridges for success.
3. Flexibility is key.
4. Create a learning environment.
5. Build national and international teams - these mixed teams outperform the rest and are essential for the retention of international talents.

From Insight to Action

If one thing became clear throughout the morning, it’s that inclusion is a mindset, and it takes an active approach to promote this in ourselves and in our teams. Small actions, repeated consistently, shape culture far more than any policy or presentation ever could. And when companies commit to creating environments where internationals and their families feel valued and supported, the payoff is enormous: higher retention, healthier teams, stronger innovation, and truly global thinking.

We’re grateful to ASML and Superpeople Company for their partnership, and to every participant who shared stories, questions, and ideas. Being open and moving forward is something we can do together to continue shaping workplaces where internationals don’t just succeed, they belong.