Effective strategies for building diverse and inclusive organisations was the title and focus of this year’s D&I seminar in Barcelona on 21st/22nd February 2013, organised and hosted by Icon Events international, and co-promoted by European Diversity as media partner. Icon Events is a two days of debate sessions, roundtable discussions, presentations and workshops. A main issue of this seminar is to provide the key for identifying and creating a clear definition within the participants’ organisations. It helps figuring out new approaches of successful Inclusion, Talent and Diversity strategies & programmes to be implemented. The event addresses SVPs, HR Directors, Globals Heads of Diversity & Inclusion, Chief Diversity Officers, Directors of Talent Management, Leadership Development, Employee Engagement, Communications & other related areas. Read our report.Over 50 practitioners from companies and not-for-profit organisations as well as more than 15 experts from academic and other organisations met to follow presentations on Diversity & Inclusion and discuss perspectives of D&I work internationally. Measuring and monitoring emerged as one of the key themes running through most presentations and discussions along with a strong focus on Gender. From a functional perspective, recruitment was most often tackled.
Day one started with some considerations to frame Diversity and think about the transatlantic gap that was still seen to be there (c.f. Editorial-verlinken). Unilever showed how their best performing countries had also the best gender-mixed leadership teams and how some of their D&I programmes supported market-driven activities. Finally, the company made a strong point about learning internationally from local initiatives. The power of the Harvard Implicit Association Test (IAT) and in-depth data analysis was at the core of the following consulting presentation. A panel of experts then discussed business-related ways how to enlist management buy-in.
A Shell senior executive gave insight into the dynamics of board nominations and group dynamics. SwissRe presented their global D&I approach that is built on three pillars of Inclusive Leadership, new ways of (flexible) working for potentially all managers and employees and gender diversity. Towards the end of day one, Cisco presented their change approach using the slogan ‘more together’ as well as social media to get it across. The company also showed their successful combination of fish-bowl and other methodologies to influence leaders towards the right direction.
Day two started on gender marketing and with a focus on gender specific product and commercial design. L’Oréal then showed their impressive framework to track activities and metrics across the many countries they operate. Orange (Group France Telecom) discussed how they address leaks in their female pipelines through talent management combined with support for both women and men. The presentation from National Grid focused on their impressive portfolio in securing their future workforce through outreach programmes to schools and universities.
European Diversity Research & Consulting was glad to participate actively in the event for the fourth year.