When a company has completed more than 15 years of D&I work – in all aspects and areas – they ask us which higher level they could reach. For every D&I practitioner, staying relevant is key. Here is the latest guidance.
The belief in D&I targets is almost as strong as the resistance they often create. Based on new large-scale, international research, experts now confirm that a consistent, business-based sense-making will create the ‘acceptance’ required to make targets a success.
Es ist kein gesetzlicher, wohl aber ein faktischer Feiertag: der Karneval. Schwer vorstellbar, auf dieses Datum ein bundesweit einheitliches Staatsexamen zu terminieren. Warum dann auf einen hohen jüdischen Feiertag? Wie jüdische Karnevalisten Teil der Antwort werden.
This moment, when you discover a trend and you feel it deserves to be promoted by your fame and authority. The next day, everybody else tells you the trend started 20 years ago and you were always part of the problem.
Empirical analyses of YouTube, Instagram and Online Music videos show that the presence of women focuses on stereotypically feminine topics and formats while overall, they are underrepresented. Companies can eliminate the toxic spill-over of online gender bias onto the workplace.
Marketing experts from 5 countries on 4 continents were surveyed about Diversity in advertising. Their answers show that they know what is expected from them. However, mind-sets and actions vary.
The longer you work in D&I, the more difficult it gets to innovate. It may feel as if you have already considered everything. That’s why it took us 3+ years to revamp our entire approach to D&I. The result offers you innovative, international, intelligence-based D&I.
One day after the tragic fatal attack on Gdansk’s Mayor, Paweł Adamowicz, many media spread allegations about a ‘reported’ mental illness of the attacker. What do we recall from other attacks? And how is it relevant for Corporate D&I?
Does a coherent European approach to D&I exist and can it be successful in varying local contexts? Which are the regional factors to which D&I must be tailored in order to be successful? These were some of the high level questions that lead to an innovative European study, the results of which have just been published.
New airtight research shows that high group tenure leads to over-confidence that can be corrected by demographic diversity. The results also raise question about wide-spread D&I approaches, Michael Stuber, The D&I Engineer, explains in an article for Profiles in Diversity Journal. Pages 94-95 in the Fall 2018 Issue.
More gender diversity in STEM can change the way research teams tackle tasks, eliminate blind spots and thus explore under-researched questions. In order to achieve this, the scope of gender diversity would need to be broadened – beyond a simple representation focus – a new analysis shows.
Two new studies paint an alarming picture: one shows a strong increase in xenophobia, the other shows that true attitudes towards women in management positions are much more negative than usual surveys indicate.
A new quantitative survey shows which challenges working parents are still facing before – and what they and the company can gain from managing parental leave well. Many robust solutions are available today to make temporary absence – of whoever and for whatever reasons – a success.
Kann das Geschlecht oder das Alter – außer bei SchauspielerInnen – ein Auswahlkriterium sein? Lange wurde Vielfalt als Gegenpol zu Qualifikation gesehen – mit „Cultural Fit“ werden die Karten neu gemischt.
Für neu gegründete Unternehmen, vor allem mit digitalem Geschäftsmodell, galten etliche Jahre lang überschwänglich positive Vorannahmen: Chancengerecht, multikulturell, innovativ, flexibel. Nun zeigen sich andere Realitäten.
It was a surprising opportunity for European Diversity: just a few days after they had presented a D&I vision for Europe in Budapest, the team publicly used their brand-new company logo to communicate a European message to Erdogan’s entourage passing in front of their Cologne offices.
Everyone probably knows some studies that illustrate the value-add of D&I. Is that enough to convince your stakeholders? Do these studies cover, e.g., the dimensions of religious or functional diversity? The latest global business case inventory identified 181 new studies of which 50 fulfilled strong quality standards.
Insights about Unconscious Biases can be eye-opening – but does this translate into fundamental and sustained change? And how many biases do we need to cover to remove all relevant D&I barriers? In the sheer opaque hustle and bustle of frameworks, we offer an evidence-based, yet practical model to mitigate D&I-related biases on multiple levels and through the use of Inclusive Leadership.
European Union Institutions tend to take the high ground when it comes to Gender Equality. The unveiling event for the new 100 and 200 Euro banknotes at the ECB showed how easy an opportunity to show equality is missed and traditional gender clichés are promoted – by the EU itself.
Annual reports provide opportunities to talk about progress and success. While large corporations do so regarding their D&I commitment and activities, they are much more modest when it comes to publishing D&I numbers.