Nicht Vielfalt feiern, sondern Wertschöpfung gestalten. Nicht Massnahmen umsetzen, sondern Change als Chance verstehen. Ein Abend mit neuen Impulsen für 100 Schweizer EntscheiderInnen.
Conferences can be beauty contests, at times. The first large National Diversity Conference in Lithuania, however, decided to also address critical issue right at the beginning.
Will more women on boards lead to more equality in an organisation? Or do multi-national teams promote inter-cultural relationships? While some numbers support such obvious linkages, deeper research provides a more sophisticated picture.
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.
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.
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.
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.
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.
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.
The job of a D&I manager often involves a miracle agenda: Make progress, deliver benefits, include everyone and manage complex stakeholders. Hence, they need a variety of skills and deep knowledge in many areas. Where do they acquire and develop these?
More and more companies are marching along the Pride parades, some even colouring their brand logos in rainbow colours. However, research on LGBT D&I management has been scarce. A summary of two studies that were largely overlooked to date and an outlook on the future of LGBT practice.
Diversity in sport has long been a marginalized topic and is now regarded as a key competence, making it a compulsory subject for students at the German Sports University in Cologne. The “Week of Diversity” also takes place here together with the University of Cologne. And not just with feel-good topics.
Der zweite „Gender Award – Kommune mit Zukunft“ würdigt vorbildliche Gleichstellungsarbeit auf kommunaler Ebene und zeigt den Gestaltungsspielraum jenseits gesetzlicher Regelungen. Manche Aspekte scheinen dem Vorbild der Wirtschaft zu folgen – oder sind es parallele Entwicklungen?
Although the trend is not new, the profoundness of the digital transformation is only about to become clearer. While most areas feel as if they had to follow (or obey), D&I should not only be seen as an object of digitalisation, but also as a driver. An overview of the two-way inter-relations. Continue reading
Shortly after SuperValu had launched their Autism-Friendly Shopping project – following an 18 months development and piloting journey – their competitor, Lidl, followed with Autism Aware Quiet Evenings. Hefty backlash over an incident showed Lidl the shape of the learning curve companies need to follow in order to tap into diverse market segments.
Darf es sich eine Bank (er)sparen, die Existenz weiblicher Kunden sichtbar zu machen? Und warum sollte sie dies überhaupt wollen? Und sollte ein Staat in seiner Nationalhymne nur den männlichen Teil seiner Identität erwähnen? Während der Business Case unübersehbar ist argumentieren Veränderungsgegner mit Kosten, Tradition und …
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.