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539 article(s)

Leaving the Introversion (20>>21.b)

4. February 202121. February 2021 Michael Stuber

Diversity acknowledges the human factor in professional and business processes, aiming at improving outcomes for people and organisations. The human mechanism of introversion requires special attention these days. Specifically including in D&I.

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10 Impactful Ways to (un)Learn D&I

21. December 202025. February 2021 Michael Stuber
BMW Foundation - TwentyThirty HomePage

Racism and other issues remain unresolved and we must therefore accelerate systemic change. This, however, requires us to learn and unlearn. The online maganzine TwentyThirty dedicates an entire series to this aspect.

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4 dynamics that influence the D&I landscape – not only for the best

7. August 202019. August 2020 Michael Stuber

D&I has grown to become commonplace in the Corporate world. Meanwhile, digital tools, social networks and globalisation have shaped the informational context. What does it mean that everybody has access to data, good practices and professional networks?

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Bringing together local and international D&I

9. June 202027. December 2020 Michael Stuber
Diversity in Romanian Organisations Title TOC

Research, reflections and Romanian practices. The latest comprehensive D&I publication in Europe combines critical contributions with inspiring initiatives.

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Moving from Initiatives to Impact

4. May 202027. December 2020 Michael Stuber

Pledges & partnerships, campaigns & charters: Publicly visible D&I initiatives have soared across countries and industries. Despite the substantial resources that are invested in these formats, evidence suggests that workplace and business realities continue to include racism, sexism, ageism, or homophobia—contrary to what the initiatives aim to convey.

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Will D&I benefit from covid-19 – or suffer?

7. April 20208. April 2020 Michael Stuber

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…

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Gender Relationships in Competition: It’s (really) complicated

16. March 202015. April 2020 Michael Stuber

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.

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Immigrants should assimilate

21. February 202021. April 2020 Michael Stuber

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.

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Resilient D&I: How to realign our work

6. December 201912. December 2019 Michael Stuber
PDJ Fall 2019

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.

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Eine andere Vorstellung von D&I

4. October 20196. November 2019 DiversityTeam

Nicht Vielfalt feiern, sondern Wertschöpfung gestalten. Nicht Massnahmen umsetzen, sondern Change als Chance verstehen. Ein Abend mit neuen Impulsen für 100 Schweizer EntscheiderInnen.

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The biggest untapped potential in most workplaces

20. September 201910. November 2019 DiversityTeam

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.

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The gaps that female managers do not close

15. May 20193. June 2019 DiversityTeam

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.

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Next Level D&I: From good to great to future proof

20. March 20198. May 2019 DiversityTeam

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.

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Research says: without the right mind-set, targets don’t work

5. March 201920. March 2019 DiversityTeam

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.

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Why Heidi Klum harms Diversity just as BlackRock or Head-hunters do

18. February 201926. February 2019 DiversityTeam

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.

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Focus on Impact: D&I fully revamped

21. January 201923. January 2019 Michael Stuber

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.

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Different and similar: The implementation of D&I across Europe

9. January 201922. January 2019 DiversityResearch

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.

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Concrete business benefits of parental absence and how to reap them

1. November 201822. January 2019 DiversityTeam

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.

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Should ‘diversity’ or ‘cultural fit’ be(come) qualification criteria?

23. October 201813. March 2020 DiversityTeam

Can gender or age – except for actors – be a selection criterion? For a long time diversity was seen as the antithesis of qualification – with “Cultural Fit” the game has been reset.

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Start-ups: Blindflug als Geschäftsprinzip

10. October 201817. November 2018 Michael Stuber

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.

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Recent Posts

  • Understanding (fake) D&I Change (20>>21.c)
  • Leaving the Introversion (20>>21.b)
  • D&I can provide the purpose that makes the difference (20>>21.a)
  • 10 Impactful Ways to (un)Learn D&I
  • Creating buy-in with a business-based approach to culture
  • “Es genügt nicht, Vielfalt zu feiern und zu promoten.”
  • 4 dynamics that influence the D&I landscape – not only for the best
  • Scaling D&I to reach the mainstream
  • Andersartigkeit: In Grenzen akzeptabel
  • Bringing together local and international D&I
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