Using power is different from showing leadership in DE&I and both are key to successfully driving change. Traction, however, can also be reduced – or limited – depending on how power is used. This often happens unintentionally or when a leader is not aware of the side-effects of their ‘powerful’ decisions.
Comprehensive
375 article(s)
Is DEI Activism helping or hindering Corporate Diversity progress?
Standing up for your case has a long tradition in Diversity. Today, media amplify various forms of activism and DE&I is increasingly perceived as a personalised or political form of engagement – rather than a future-oriented way of supporting organisational priorities. Read about unwanted side-effects of this.
‘Diversity of Opinion’ Shows the Limits of Diversity
Should the definition of Diversity include people that explicitly reject some aspects of DE&I? Or should Inclusion demand reciprocity from everyone who requests to be valued and heard? Or do both Diversity and Inclusion have to be all-encompassing? What may sound like a no-brainer turns out to unfold as a deep ideological divide, which has remained unnoticed for quite a while.
Vielfalt – und Unternehmenswerte – als Normalität zeigen
Schwarze Models, schwulesbische Flaggen, sprachlich gegendert: Die Werbung ist bunt geworden. Gefühlt über Nacht, überall und für manche übertrieben. Die Art und Weise wie Unternehmen Vielfalt sichtbar machen erhitzt die Gemüter auf teils unerwartete Weise und auf allen Seiten. Anscheinend geht es hier um deutlich mehr als Geschmacksfragen – das besprechen auch aktuelle Medienberichte.
Focused on feedback from followers?
Are numerous likes from followers indicative of valuable, inspiring content? Do many participants illustrate the impact of a D&I initiative? Is positive feedback at a DEI meeting confirming your DEI strategy design? As a critical D&I engineer, I see a need to look at different DEI target groups and related objectives in the first place. For this helps us to contextualise some of our evaluation results.
Hey D&I, stop being dismissive, excluding or populist!
One of the shared beliefs in D&I appears to be that issues from the past will be resolved with new values, generations and business approaches. Does this hope withstand reality and evidence checks?
The (arguable) Value of Being Different
Both Diversity activists and rationalists have been relentlessly exploring and explaining the need to overcome monocultures – particularly in today’s complex business contexts. What began as a joint effort has become – at times – a fight over narratives, followers and the prerogative of interpretation. Less divisiveness and polarisation – even within DEI – is needed to advance our agenda.
Diversity medial: bunt, laut und nur einmal im Jahr
Wenn Vielfalt zum Thema wird, nutzen die Medien meist starke Bilder. Und noch stärkere Worte. Dass dabei die Monokultur implizit als Norm gestärkt wird übersieht selbst die kritische Journaille. Und ob seltene, stets anlassbezogene Berichte wirklich hilfreich sind darf ebenfalls bezweifelt werden.
Understanding (fake) D&I Change (20>>21.c)
From systemic change to moving the needle: D&I proclaims change. However, celebrations and C-level support are not enough to generate progress. And sometimes, fake change is the issue.
Leaving the Introversion (20>>21.b)
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.
D&I can provide the purpose that makes the difference (20>>21.a)
Faced with a crises, people and systems tend to focus on what they truly care about. This, however, assumes that a deeper purpose exists in the first place and is shared. D&I can offer a strong shared purpose – if it goes beyond numbers and initiatives.
10 Impactful Ways to (un)Learn D&I
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.
“Es genügt nicht, Vielfalt zu feiern und zu promoten.”
Events, Kampagnen und selbst Studien versuchen immer wieder, Vielfalt als (Mehr)Wert an sich darzustellen. Der Beruf der/s Diversity-Managerin/s fordert deutlich mehr.
4 dynamics that influence the D&I landscape – not only for the best
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?
Andersartigkeit: In Grenzen akzeptabel
Diversity Management bildet jenseits von Vorzeigeprogrammen eine echte Gestaltungsaufgabe. Statt Sozialromantik beschreibt Lena Schindler im BlogMagazin OhhhMhhh, passend zu dessen Profil, die echte Geschichte von Vielfalt, die auch zum Umdenken motiviert.
Bringing together local and international D&I
Research, reflections and Romanian practices. The latest comprehensive D&I publication in Europe combines critical contributions with inspiring initiatives.
Moving from Initiatives to Impact
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.
Resilient D&I: How to realign our work
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.
Why you should clean up your D&I messaging, and how
It is simple and easy to say that D&I is good for business and also the right thing to do. This combined rationale is believed to convince different audiences. However, increasing backlash in recent years shows that positioning D&I does not work smoothly.
Eine andere Vorstellung von D&I
Nicht Vielfalt feiern, sondern Wertschöpfung gestalten. Nicht Massnahmen umsetzen, sondern Change als Chance verstehen. Ein Abend mit neuen Impulsen für 100 Schweizer EntscheiderInnen.