Kindergarden

Kindergarden is a well-known name with more than 100 locations in the Netherlands and the title Great Place to Work. Nevertheless, an internal survey showed that there was a problem: employees sometimes don't feel seen or heard. For an international organization that works with thousands of children and parents every day, that was a wake-up call. Waiting for leaders or unilateral teams to quit was not an option. Kindergarden engaged House of Inclusion to structurally implement diversity and inclusion in the day to day (care) business.

The start was a strategy sprint in Utrecht. Twelve employees from different layers of the organization shared experiences and insights. Confronting quotes like “I feel excluded.” whether “I don't feel understood.” made it painfully clear that there was room for change. It was precisely this vulnerability that created a connection and a basis for further building. This resulted in three pillars:

Inclusion starts with visibility

We developed an internal impact platform with news and updates, so that the theme is continuously visible. With a colorful logo and icons, diversity was literally given a place in the organization. In addition, there was a D&I inbox where employees can share ideas and questions.

Leadership starts with vulnerability

Inclusion starts at the top but only works when everyone participates. Hierarchy does not match the theme of equality. That's why management and management followed offline leadership training full of role-playing and open conversations. We created an online fundamentals training for all branch managers. This way, the training was implemented in a scalable and consistent way.

You can experience culture together

‍Culture only really makes itself felt when you experience it together. On July 1, 2025, we celebrated Keti Koti at headquarters. With food, stories and panel discussions, led by employees with a history of slavery in the family, it was a day of connection. That's what the photos and stories make clear. Other cultural days, such as Eid al-Fitr or Ramadan, are now also an integral part of the calendar.

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Kindergarden is becoming an example of inclusiveness. Every day, employees, parents and children experience a culture of equality and connection. Inclusion is no longer an HR theme, but part of the entire company. Employees talk about it with each other at the lunch table and managers use new tools in applications, promotions and meetings. The D&I inbox wasn't a project, but it's still filled with ideas. That's how the management came back to our inbox with the biggest compliment ever: we're grateful.

“The partnership with House of Inclusion hit exactly the core of who we are at Kindergarden: working from the heart. Together, we discovered new ways to really stay connected, with each other and with all the children who are entrusted to our care.”

Nicole Krabbenborg
General Director Kindergarden

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