Culture & Leadership

The Inclusive Power of Small Specific Improvements

Initiating concrete changes to mitigate unconscious biases and eventually make the most of differences. This summarises the ambition of many D&I practitioners. While it sounds easy, experience shows that the practicalities sometimes aren’t. ‘Inclusion Nudges’ are a collection of good practices how to steer behaviour away from bias and towards inclusion.

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Case Study: How Strategic Leadership on D&I Drives Momentum

D&I initiatives used to be common at J&J’s production site in Geel, Belgium, for many years. Posters, events and training were well received – but not necessarily connected to everyday business, leadership behaviour or the overall growth agenda. A new strategic approach of the site management team has led to significant traction on D&I – […]

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Diversity in Supply-Chain: People-focus, pragmatic and professionally connected

Including shift workers in D&I programmes, addressing Unconscious Biases practically with management teams and integrating Diversity in HR-tools and in everyday work reality. What sounds like a miracle agenda happened at Johnson & Johnson in Switzerland, within a space of two years.

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Case Study: Involving Top Management Levels in shaping the Gender Diversity agenda

If you feel you need to reshape your Gender Diversity strategy and want to make sure top management is not only on board but actively engaged, why don’t you run workshops on the business case & strategy design with your first levels? One large country organisation of a global firm did that and received detailed […]

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Daimler announces mobile working revolution

Dieter Zetsche, CEO of Daimler AG, has recently announced to start a revolution of the company’s corporate culture. His plan includes much more flexibility of working space and time for employees besides a radical review of corporate hierarchies and culture as well as performance assessment structures.

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Metrics for ‘Inclusion’: Employee engagement surveys provide baseline data

If excellent Management of differences shows up in diverse workforces and mixed leadership teams – what does the result of excellent Inclusion looks like? The big differences between the two paradigms appears to lie in the measurability. While we are able to count different constituencies, we need to reach out to people to ask them […]

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