Stereotyping always encompasses the danger of offending people, because generalisations about certain groups never describe individuals within those groups correctly. Unfortunately stereotypes are a common stylistic device in ads, even if companies should already have learnt their lessons from bad examples and online protests by clients. Continue reading
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576 article(s)
The Story of the Chicken and the Egg: Diversity and the French Charter
Some voices criticize the different national Diversity Charters for allowing companies to “green wash” their image by simply signing a document without really engaging in Diversity-Programmes. In order to make life more difficult for those free riders the French Diversity Charter interviews its members on an annual basis, last time in autumn 2013. Now the Charter publishes the Continue reading
3rd European Company Survey: Diversity as a trigger for success
The 3rd European Company Survey interviewed HR managers and employee representatives in 30,000 organisations in all member state and some close neighbours. The survey is embedded in the overarching EU 2020 targets of smart, inclusive and sustainable growth. The Commission grants a key role to all companies, who need to facilitate innovation and creativity, ensure good job quality and develop human capital. The figures provide a detailed picture about Continue reading
First Diversity Position Paper of the European Federation of Employers’ Association
Business Europe, the EU-level platform for employers’ associations, has created its first position paper on Diversity Management at the European workplace. The ten pages summary calls out several drivers, advantages and approaches for reaching a diverse, inclusive and hence more successful business culture. Continue reading
More than Resource Mines and Salerooms: How to attract BRIC talents
Companies carefully watch the economic developments of the so-called BRIC(S) countries, for the growing middle classes in Brazil, Russia, India and China provide outstanding sales and growth opportunities. Now, large corporations start to involve their HR departments in their BRIC strategies to also look at the well-educated and motivated talent in these countries. A new report by Ernst & Young Continue reading
Two sides of the same coin? What British families want and what they get
Flexible working is one of the bestselling employment features companies can offer their employees as an increasing amount of surveys demonstrates. Flexible employers score higher on the labour markets and can more easily attract the right talent. However, the reality still holds a lot of room for improvement, the new Working Families report “Time, Health and the Family 2014” shows. The results that confirm experts’ views are based on an online-survey of 507 men and 530 women. Continue reading
Rechtliche Lücken in der Gestaltung der Vereinbarkeit von Berufs- und Privatleben
Viele Unternehmen machten in den letzten Jahren große Fortschritte in der praktischen Vereinbarkeit von beruflichen und privaten Lebenszielen ihrer MitarbeiterInnen. Eine gute Work-Life-Balance wirkt sich für Unternehmen positiv aus, denn sie werden attraktiver für Nachwuchskräfte und die Fluktuation sowie der Krankenstand in der Belegschaft gehen zurück. Continue reading
Silver Surfers: Initiative steigert Seniorennutzung des Internet
Gut drei Viertel der Deutschen nutzt momentan das Internet. Während jedoch nahezu alle 14- bis
29-Jährigen online sind, ist die Gruppe der Deutschen über 60 mit einer Internetquote von 43%
noch etwas zögerlicher, wie kürzlich eine Umfrage von ARD und ZDF zeigte. Continue reading
Ganzheitlich gelungen: Diversity Management an der Medizinischen Universität Wien
Als erste Bildungsorganisation erhielt die Medizinische Universität Wien (MedUni) im Herbst 2013
den Meritus-Award, eine Auszeichnung für Organisationen, die sich im Rahmen ihres Diversity
Managements erfolgreich mit der Dimension sexuelle Orientierung auseinandersetzen. Im selben
Jahr zeichnete auch das Österreichische Bundeskanzleramt die MedUni mit dem Verwaltungspreis
2013 aus und lobte die überaus gelungene Einführung des Diversity-Managements an der
Universität. Es lohnt sich also ein Blick auf die Strategien der preisgekrönten Hochschule. Continue reading
Work-Life-Balance weiterhin Top-Kriterium bei AbsolventInnen und jetzt auch bei Young Professionals
Die Schweizer sind zufriedene Arbeitnehmer und präferieren Unternehmen mit einem von Diversity
geprägten Arbeitsumfeld. Dies hat das Beratungsunternehmen Universum in seiner Swiss
Professional Karrierestudie herausgefunden, für die 2.133 Berufstätige diverser Fachrichtungen
befragt wurden. Die gute Nachricht für Schweizer Unternehmen: Ihre MitarbeiterInnen sind in der
Mehrheit zufrieden mit ihrem Job, die Mitarbeiterzufriedenheit ist während der letzten Jahre
angestiegen. Die Kehrseite der Medaille ist die hohe Wechselbereitschaft einiger Befragter. Continue reading
Study (E&Y): Global Mobility Programmes fail to foster Talents
International experiences and cross-national exchanges are among the most wanted aspects in globally operating companies. Transferring these ideals to reality seems to be more difficult, as Ernst & Young’s sixth annual “Global Mobility Effectiveness Survey 2013” suggests. The study examines business practices and movements of expatriates and business travellers and gives detailed information about Continue reading
What men actually think about gender relations and emancipation? Traditional attitudes in Germany
The past 50 years have changed the relations between both genders a lot. Along the way, women had to demand their equal share in society, economics and politics, and this so-called emancipation has brought a lot of positive aspects for everyone. But the term emancipation is used as combat term at times, and some men or women misinterpret equal opportunities as a sign for an ongoing gender battle. Therefore it is essential for successful Gender Diversity programmes to Continue reading
Study: Time away from work affects later cognitive abilities
Sometimes the solution to a task or a basic problem is simply a time out. In the case of a tiring daily routine a long trip or dealing with other issues and exercises is refreshing and allows us to regain our strength. In contrast involuntary time outs due to illness or unemployment causes stress and sorrows and hardly leads to well-being. Continue reading
Ending the Myth of the female Fault for the Demographic Change
The EU member state Hungary serves as an example for the so called demographic transition. Fortunately, Hungarian women have good chances of getting quality education and building their careers. In the meantime, however, the Hungarian population shrunk by about 2% over the last decade and the birth rates are still decreasing. Continue reading
Women Wanted: Solar Energy Sector in Middle East campaigns for female engineers
Combining the fight against climate change with the advancement of female participation, the new initiative “Women in Solar” sounds like a masterpiece in this respect. The initiative is aimed at engaging more women into roles within engineering and encourages female engineers to take up a career in the renewable energy sector. And to make the programme even more outstanding, it happens in Dubai and Abu Dhabi, the region of unlimited oil wealth and rather poor women’s rights. Continue reading
Fighting the Brain Drain: How African Companies manage their Talents
While Western countries like the U.S. and many EU member states are still struggling with the recent recession, the so-called emerging countries are catching up economically. In addition to the BRICS countries, African countries show high growth rates and both technical and human resources are required to expand business. In this context, Continue reading
The marginalized Billion – World Report on Disability includes the workplace
Worldwide about 1 billion people are affected by some type of disability, according to estimations of the World Health Organisation (WHO) and the World Bank. The two international organisations released a 350-page report on living conditions of disabled people worldwide. The economic and societal situation for those 15% of the total population could be far better: Continue reading
Getting the right tone from the top
The best established mantra about successful D&I work refers to executive leadership, role modelling and to sponsoring D&I departments and agendas. And the absence of this has become an easy excuse when progress becomes slow. That implies two questions: Who is responsible for providing the impetus so that top management support will be displayed and what does effective patronage look like? Continue reading
Niedersachsen tritt Koalition gegen Diskriminierung bei
Als neuntes Bundesland nach Berlin, Hamburg, Brandenburg, Bremen und Rheinland-Pfalz, Schleswig-Holstein, Thüringen und Baden-Württemberg ist Niedersachsen der „Koalition gegen Diskriminierung“ beigetreten. Niedersachsens Ministerpräsident Stephan Weil (SPD) unterzeichnete gemeinsam mit der Leiterin der Antidiskriminierungsstelle des Bundes, Christine Lüders, die Absichtserklärung „Offensive für eine diskriminierungsfreie Gesellschaft“. Continue reading
Talente nutzen statt über demographischen Wandel jammern: Der coole Blick aufs Alter bei SBB und Deutsche Telekom
Die Geburtenzahlen vor 30 Jahren machten schon damals deutlich, dass es heute wenig Nachwuchskräfte geben würde. Experten belächeln daher die überraschte Aufregung über den plötzlichen Fachkräftemangel ebenso wie die Ratlosigkeit in der Suche nach Auswegen. Dass in manchen Fällen – so auch in diesem – eine konsequente Änderung der Einstellung hilft, zeigen die unaufgeregten Ansätze im Umgang mit Alter und Altern bei der Schweizerischen Bundesbahn und der Deutschen Telekom. Continue reading