From intent to routine: How Bas Rapati built a diverse tech team ?
Imagine a tech team where you can simply be yourself. Where you work with colleagues from 24 countries, where gender balance is 50/50, and where you are valued for your talent, not your background.
That is everyday reality in Digital Innovation & Analytics (DIA) at Van Lanschot Kempen. Managing Director Bas Rapati shows what happens when you turn diversity and inclusion from good intentions into daily routines.
Representation: seeing yourself at the table
For Bas, inclusion starts with who you see in the room.
“Representation means people can look at the leadership table and think: I belong here too. It is not about ticking boxes. Do not lower the bar. Widen the gate.”
When people feel they belong, they can focus on their work instead of trying to fit in.
“Representation creates psychological safety. That leads to better decisions, stronger challenge, and better outcomes.”
From 1 woman to a 50/50 gender balance
In 2020, Bas started a new team and realized that in a team of twelve, only one colleague was a woman. That moment triggered change.
Gender balance became a clear, measurable target. The team:
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defined a KPI for gender balance
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wrote role descriptions in inclusive language
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widened sourcing channels
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did not accept shortlists that all looked the same
“Speed is great, but fairness is better, because fairness scales. The right profile is never just about gender, but about what the team needs at that moment.”
A structured way of hiring and growing talent
DIA uses a structured recruitment approach:
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roles are shared internally
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referrals are used actively
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extra sourcing is added if the candidate pool is not diverse enough
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leaders keep longlists of talent and stay in touch, even when there is no open role
“The idea is simple: when the opportunity comes, you are ready.”
The team also invests in internships and early talent, because the tech talent pipeline in the Netherlands is not very diverse. You cannot wait for diversity to appear; you have to actively build it.
24 nationalities: more perspectives, better solutions
With 24 nationalities, the team brings many perspectives into the room.
“You naturally get more views on clients, risk, and how change lands in real life. That helps us spot blind spots earlier and design solutions that work for more people, not just the default user.”
Two things make this work:
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clear standards – the same bar for everyone and fair, predictable feedback
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real curiosity – actively making space to learn from each other
Monthly FriDIA days, where colleagues share food and stories from their home countries, help build real connection and trust.
Inclusion as a leadership routine
For Bas, the turning point was making inclusion part of leadership, not an extra project.You can see this in concrete choices, such as:
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more structure in hiring and promotion decisions
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pausing when the same type of profile moves forward again
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consciously creating opportunities for people to grow
That is how colleagues who started as interns have grown into senior and even management roles.
“Good intentions do not change systems. Good routines do.”
A shared effort and external recognition
Bas is clear that this is teamwork between his management team and HR. His work has also been recognized externally, with a WIFS Allyship Awardand a nomination for the Women’s Visibility Awards (Maverick category).
Can you see yourself in this team?
For you as a potential colleague, this means:
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you join a tech team where diversity and inclusion are real, not just words
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you can be yourself and grow, whatever your background
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leaders actively think about fair opportunities, visibility, and feedback
If you are looking for a tech environment where different perspectives are welcome and where you can keep developing yourself, Digital Innovation & Analytics at Van Lanschot Kempen might be the right next step for you.
