A large-scale survey in some 100 companies and other organisations from 10 EU Member States investigated, among other fields, the variety of Diversity Management practices of immigrant inclusion and their direct and indirect effects. The focus was on migrants from so-called Third Countries. The research also looked at constraints and criticalities as well as mechanisms and conditions that emerge as facilitating factors so that the programmes and processes lead to the desired outcomes. The focus of the report on migrants from Third Country Nations couldn’t be more relevant today, as the EU is coping with an expected 1.5 million refugees.
Die veränderten Lebensweisen in einer mobilen, individualisierten und virtualisierten Welt verlangen neue Wege der Vereinbarkeit von Beruf und Privatleben. Dass hierfür keine simple Checkliste ausreicht, sondern zahlreiche Abwägungen zu treffen sind zeigt einmal mehr eine Befragung von A. T. Kearney. Sie bietet aktuelle Zahlen zum Bedarf an Flexibilität und zum Wunsch nach Nichterreichbarkeit.
Usually museum exhibitions have one thing in common: they show things from the past and hence talking about recent or distant history. The concept of Diversity & Inclusion is certainly not ‘old enough’ to be placed in a museum. Yet, starting from October 2nd 2015, results of a diversity media study forms part of an advertising exhibition. The Museum for Communication, Frankfurt / Main, shows over 50 campaigns under the headline ‘Touched – Tempted’ and discusses many diversity aspects in that context.
Since the need for qualified staff in information technology steadily increases, once again the voices for more women to work in STEM areas have become loud. The Irish Times asked successful women in that field about their career development and summarised some possible actions in order to better utilise female potential also in IT.
The Autonomous University of Madrid (UAM) was the first Spanish university that implemented a special support programme for students with intellectual disabilities (ID) already ten years ago. After the graduation of the first four cohorts, the initiative was evaluated and the results of the study (by Dolores Gasset) was first published in 2012, in Spanish only. As the results are internationally relevant, indicating high levels of employability of the graduates, they have recently been made accessible also in English.
Current research into Unconscious Bias shows that the awareness for and concern about expressing bias does actually help to accept feedback about bias and to take bias-reducing actions. The study conducted by Perry, Murphy and Dovidio (in press) found that white participants with high scores on a newly developed Bias Awareness Scale were likely to accept the (fictive) results of a bias measure indicating their preference for white individuals over black individuals. Participants with a lower Bias Awareness tended to reject such feedback. Moreover, the personal acceptance of bias feedback turned out to be the crucial tie between Bias Awareness and bias-reducing activities when participants were told to be biased. These findings confirm that Unconscious Bias training alone will not turn the totality of subtle and blatant discrimination, imbalance and inequalities into a fair and inclusive culture.
Die Hoppenstedt Firmendatenbank bot viele Jahre einen Fundus an Daten, unter anderem zu Frauen in Führungspositionen. Diese erlaubten Analysen nach Firmengröße und Branche, auch über Jahre hinweg und wurden in der Vergangenheit von Journalisten großer Medien als Aufmacher genutzt. Inzwischen heißt Hoppenstedt Bisnode und der Datenriese arbeitete für die aktuelle Gender Auswertung mit dem Kompetenz-Zentrum Frauen im Management der Hochschule Osnabrück zusammen. Aus dieser Kooperation durften wir eine saubere Analyse und einen sachlichen Bericht erwarten. Auch nach mehrfachen Begutachtungen erscheint der Bericht eher als Beispiel für ideologischen Datenmissbrauch und einen durch persönliche Voreingenommenheit verstellten Blick.
Many Diversity programmes are tailored for members of specific minority groups such as LGBT employees, employees from different cultures, religious groups or people with a disability. Does this approach effectively demonstrate the value of differences or is it a reminiscent of Affirmative Action that, at times, leads to exclusion and reinforced stereotypes? A recently published Dutch study provides additional evidence that all-inclusive Diversity approaches which focus both on minority and majority groups are, in many respects, more effective than isolated programmes.
New research from My Family Care and the Employers Network for Equality & Inclusion (enei) has found that UK businesses are not doing enough to support their caring workforce – therefore running the risk of a talent retention crisis. In a survey of 1,000 consumers and 100 employers, the study found that 40% of carers don’t get the support they need from friends, family and their employer and only 38% of employers monitor the caring responsibilities of their workforce.
How do pregnant women and young mothers feel during important their most important phases? New studies show that one of three women don’t see their needs supported when they are pregnant or as a mother of a young baby. However, employers view the support of pregnant women and those in maternity leave for their own good. Two studies, one British and one German, have identified a range of issues related to managing pregnancy, maternity leave and mothers returning to work that include signs for disadvantage and even discrimination.
Do you want your employees to be satisfied and productive at the same time? Research shows that agile working holds substantial benefits for employers – if they are able to provide several preconditions and to face the obstacles of managing a mostly absent staff. German academics especially see career opportunities for women deriving from flexible work arrangements, and a new example of agile working is now being implemented by a British law firm.
Seit 2008 gilt die UN-Konvention über die Rechte von Menschen mit Behinderungen, in deren Zentrum das Thema Inklusion, insbesondere auch auf dem Arbeitssektor, festgeschrieben wurde. Wie steht es heute um die Beschäftigungssituation behinderter Menschen in den EU-Ländern? Wie kann man die Ziele der UN-Konvention am besten erreichen?
Wenn Berufe in einer geschlechtergerechten Sprache dargestellt werden, schätzen Kinder typisch männliche Berufe als erreichbarer ein und trauen sich selbst eher zu, diese zu ergreifen. Zu diesem Ergebnis kommen Psychologinnen und Psychologen an der Freien Universität Berlin: In zwei Experimenten lasen sie 591 Grundschülerinnen und -schülern Berufsbezeichnungen entweder in geschlechtergerechter oder in männlicher Sprachform vor und ließen die Kinder die Berufe bewerten. Doch nicht nur bei Kindern ist Sprache ein Thema von großer Relevanz für D&I.
An Austrian study recently investigated how jobseekers are disadvantaged based on their ethnicity. While many studies already found that discrimination based on race is widespread in the Austrian labour market, the recent research adds new and profound insights. It shows that people belonging to ethnic minorities not only have lower rates of invitations for job interviews but – after having experienced discriminatory practices – also show less motivation and worse strategies for job seeking as well as a more negative perception of their own position and possibilities for finding a job.
A systematic literature review on careers and workplace experiences of LGBT employees has recently been published in the Human Resource Development Review. It contains a discussion of empirical findings from 263 manually selected studies dating from 1985 until today. The content emerges from within business, management and broader social sciences disciplines. We have exclusively summarised the most important results on LGBT Diversity as a contribution to this year’s Pride season.
A current study of companies owned or operated by the Czech State reveals lower numbers of women in top management and on boards compared to the country’s average. Even worse, the researcher from the Economics Institute of the Academy of Sciences found a negative trend over the past trend years in the Public Sector in the Czech Republic. In this respect, the country now holds the second lowest position in the EU while a positive trend is reported for the private sector, especially for companies located in Prague.
What are the bottom-line effects of cultural or ethnic diversity? How can companies benefit from this kind of diversity and at the same time avoid possible negative side effects? This exclusive extract from IBCR 3.0 presents two sample studies featured in the unique compendium of business case studies.
With networks for gay and lesbian employees having become a standard practice, the absence of LGBTI integration in many aspects of work life is often overlooked: transgender persons, gay employees in organisations belonging to the Catholic church, gays or lesbians in top management, homosexual images in advertisement. In two areas, we have seen surprisingly strong progress within a space of a few days: The Council of Europe adopted a comprehensive report on the discrimination of transgender people and a resolution based on this report passed its Parliamentary Assembly. Five days later, the German Bishops’ Conference adopted an amendment to its ecclesial labour law, which is likely to result in a huge improvement for LGBTI employees.
Der kürzlich erschienene Sonderbericht der Gesellschaft für innovative Beschäftigungsförderung (G.I.B.) verschafft einen aktuellen Überblick über die Situation von Frauen auf dem nordrheinwestfälischen Arbeitsmarkt. Er gibt unter anderem Aufschluss über die Zunahme der Erwerbstätigkeit von Frauen, die besondere Situation von Alleinerziehenden und zeigt deutlich das große ungenutzte Potenzial von Frauen für die Wirtschaft.
Millennials value personal development and work-life balance over money and status. However, they are still ambitious and believe in their own ability to steer their career. This is one of many new insights from a large survey conducted by the INSEAD Emerging Markets Institute (EMI), the HEAD Foundation and Universum. The project was undertaken to challenge stereotypes about Millennials, those born 1984-1996, and soon to be the bulk of the future workforce.