Solidarity everywhere and an incredible boost of flexible working. Many believe that covid-19 causes the long-awaited transformation at work and that key people will feel differently about individual work arrangements in the future. This may be wishful thinking…
Women are simply not as competitive as men – that’s one of the beliefs that are as wide-spread as over-simplified, and not even proven. Contextualised insight, however, provides learning for D&I and HR.
A current re-analysis of Eurobarometer data by the OECD reveals that European public opinion expects immigrants to blend into their future home countries. This understanding of integration of migrants has implication for D&I, as our considerations show.
Former UK First Lady, Cherie Blair, said on TV that role models “matter” and that it did “not matter” whether the next Labour leader was a woman – for tokenism was “a very negative thing”. Read how we can resolve the dilemma…
As D&I experts, we have always advocated change, based on a thorough look at hidden dynamics and taking into account changing contexts. While we see many signs of good progress and real success, a number of worrying and even threating elements tell us to rethink,realign and revise our work.
It is not a Public holiday, but a factual one: carnival. It’s hard to imagine a nationwide common state exam on this date. Why then on a high Jewish holiday? How Jewish carnivalists become part of the answer.
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.
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. When science meets reality…
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.
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.
From flowers and re-gendered brands to marching sisters’ fists and mass striking: International Women’s Day showed a vast variety of initiatives. Their impact depended on how well they acknowledged their context: Some did, others didn’t. An analysis describes how helpful or harmful activities can be.
Mit einer „beleidigenden Gegenüberstellung“ äußerte sich gestern Stephan Mayer, CSU Vorstandsmitglied, im WDR Fernsehen zu den sogenannten bürgerlichen Positionen seiner Partei. Dabei stellte er Minderheiteninteressen einer „schweigenden Mehrheit“ gegenüber. Eine Analyse gesellschaftlicher Daten wirft Fragen auf: Nur 9 Millionen Menschen passen gänzlich zu den CSU Positionen.
The German conference of Tagessspiegel and Diversity Charter has become one of the household events for German diversity practitioners. The organisers see this as a mandate not only to present current trends, but also to offer an appealing mix of methods and a broad range of topics. With success.
Große Fachkonferenzen entfalten große Anziehungskraft. Entsprechend vielfältig stellt sich die Teilnehmerschaft dar und dieser Erfolg bringt Herausforderungen mit sich: Ein Programm mit starken Inspirationen und konkretem Praxisnutzen zu bieten. Lesen Sie einen Bericht mit weiterführenden Links.
The financial sector constitutes the largest Industry cluster when analysing blue-chip companies in Europe. Does the economic strength translate into D&I leadership or will questions over ethics be confirmed? A comparative summary of results
A google employee was fired for spreading harmful stereotypes about women – ten pages long. The following discussion revolved around freedom of speech and existing (gender) gaps in the tech industry. Surprisingly, there was little refection about how D&I did not reach large, mainstream audiences over the past years.
Kein Event und keine Broschüre zum Thema Work/Life, bei denen nicht die Unternehmenkultur als Schlüsselbereich beschwört wird; ebenso die Vorbildfunktion der Führungskräfte. Die konkrete Gestaltung dieser Elemente bleibt jedoch weitgehend unklar und damit unerfüllt. Unterschätzte und unerwartete Barrieren behindern die wirksame Umsetzung.
It could be so simple and joyful: celebrating diversity, colourful balloons and smiling people. All good. However, anyone who tackles diversity in a simplistic way and presents it only as a business case is not only cheating on his or her own label – they will also quickly reach the limits of credibility and expectations of measurable success. This is shown both by longer-term maturity and by the effects of recent events. Two key issues have become apparent: a focus on individual issues and a quite superficial desire for change.
At its launch, the ERASMUS programme was revolutionary and provided literally unbelievable mobility. After 30 years, the stats and results are impressive. However, the look-and-feel of ERASMUS reports and events suggest a political and administrative focus rather than a celebration of a European spirit and integration. Other initiatives, like Pulse of Europe, show enormous spirit but lack the content or structure of established programmes. A combination of spirit and structure would be ideal – but is only found in few initiatives, like AEGEE.
Hundreds of leading women at the World Women Leadership Congress in Mumbai filled the large ballroom with stunning expertise and vibrant engagement. The only panel of that day, 17 February, discussed a delicate question: The invisible dynamics of gender bias. The only man on the panel, Michael Stuber, shares his top recommendations from 20 years of experience in advancing Gender Diversity on the occasion of International Women’s Day (8 March).