D&I Website

DiversityMine

Search

  • Imprint
  • Privacy policy

Comprehensive

358 article(s)

Resilient D&I: How to realign our work

6. December 201912. December 2019 Michael Stuber
PDJ Fall 2019

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.

Continue reading →

Why you should clean up your D&I messaging, and how

8. October 201910. November 2019 DiversityTeam

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.

Continue reading →

Eine andere Vorstellung von D&I

4. October 20196. November 2019 DiversityTeam

Nicht Vielfalt feiern, sondern Wertschöpfung gestalten. Nicht Massnahmen umsetzen, sondern Change als Chance verstehen. Ein Abend mit neuen Impulsen für 100 Schweizer EntscheiderInnen.

Continue reading →

The biggest untapped potential in most workplaces

20. September 201910. November 2019 DiversityTeam

Conferences can be beauty contests, at times. The first large National Diversity Conference in Lithuania, however, decided to also address critical issue right at the beginning.

Continue reading →

Getting inspired by an outside perspective

2. July 20196. August 2019 DiversityTeam

Since Diversity started. the topic has evolved from an innovative niche topic to a broadly tackled issue. In order to get fresh and critical insight from the outside, one of the pioneer D&I magazines, Profiles in Diversity Journal, has invited a European to become columnist in 2019. C.f. pp 52-53.

Next Level D&I: From good to great to future proof

20. March 20198. May 2019 DiversityTeam

When a company has completed more than 15 years of D&I work – in all aspects and areas – they ask us which higher level they could reach. For every D&I practitioner, staying relevant is key. Here is the latest guidance.

Continue reading →

Why Heidi Klum harms Diversity just as BlackRock or Head-hunters do

18. February 201926. February 2019 DiversityTeam

This moment, when you discover a trend and you feel it deserves to be promoted by your fame and authority. The next day, everybody else tells you the trend started 20 years ago and you were always part of the problem.

Continue reading →

Diversity in Advertising? Global survey spurs hope

31. January 20192. February 2019 DiversityTeam
Biased Mass Marketing

Marketing experts from 5 countries on 4 continents were surveyed about Diversity in advertising. Their answers show that they know what is expected from them. However, mind-sets and actions vary.

Continue reading →

Focus on Impact: D&I fully revamped

21. January 201923. January 2019 Michael Stuber

The longer you work in D&I, the more difficult it gets to innovate. It may feel as if you have already considered everything. That’s why it took us 3+ years to revamp our entire approach to D&I. The result offers you innovative, international, intelligence-based D&I.

Continue reading →

Public Bias: Which criminals are ‘mentally ill’ and which are ‘terrorists’?

14. January 201923. January 2019 DiversityTeam

One day after the tragic fatal attack on Gdansk’s Mayor, Paweł Adamowicz, many media spread allegations about a ‘reported’ mental illness of the attacker. What do we recall from other attacks? And how is it relevant for Corporate D&I?

Continue reading →

Different and similar: The implementation of D&I across Europe

9. January 201922. January 2019 DiversityResearch

Does a coherent European approach to D&I exist and can it be successful in varying local contexts? Which are the regional factors to which D&I must be tailored in order to be successful? These were some of the high level questions that lead to an innovative European study, the results of which have just been published.

Continue reading →

About group tenure, over-confidence and value-add from D&I

14. December 20188. May 2019 Michael Stuber

New airtight research shows that high group tenure leads to over-confidence that can be corrected by demographic diversity. The results also raise question about wide-spread D&I approaches. When science meets reality…

Continue reading →

Diversity oder Cultural-Fit als Qualifikation?

23. October 201819. November 2018 DiversityTeam

Kann das Geschlecht oder das Alter – außer bei SchauspielerInnen – ein Auswahlkriterium sein? Lange wurde Vielfalt als Gegenpol zu Qualifikation gesehen – mit „Cultural Fit“ werden die Karten neu gemischt.

Continue reading →

Start-ups: Blindflug als Geschäftsprinzip

10. October 201817. November 2018 Michael Stuber

Für neu gegründete Unternehmen, vor allem mit digitalem Geschäftsmodell, galten etliche Jahre lang überschwänglich positive Vorannahmen: Chancengerecht, multikulturell, innovativ, flexibel. Nun zeigen sich andere Realitäten.

Continue reading →

Our most convincing Business Case for D&I

27. September 201811. November 2018 Michael Stuber

Everyone probably knows some studies that illustrate the value-add of D&I. Is that enough to convince your stakeholders? Do these studies cover, e.g., the dimensions of religious or functional diversity? The latest global business case inventory identified 181 new studies of which 50 fulfilled strong quality standards.

Continue reading →

An evidence-based model for Unconscious Bias

18. September 201814. August 2019 DiversityResearch

Insights about Unconscious Biases can be eye-opening – but does this translate into fundamental and sustained change? And which biases do we need to address to remove all relevant D&I barriers? In the hustle and bustle of videos, we offer an evidence-based, yet practical model to mitigate D&I-related biases on multiple levels and through the use of Inclusive Leadership.

Continue reading →

European Blue Chip Firms underreport D&I

4. September 201821. September 2018 DiversityResearch

Annual reports provide opportunities to talk about progress and success. While large corporations do so regarding their D&I commitment and activities, they are much more modest when it comes to publishing D&I numbers.

Continue reading →

A D&I World on its own: Management and Leadership Culture

22. August 20183. December 2018 DiversityTeam

Managers are in the focus of each and every change approach. What is different in D&I: The topic has complex links to strategic management, operational leadership and personal role modeling.

Continue reading →

D&I as a direct contribution to your strategy

8. August 20183. December 2018 DiversityTeam

Your company’s strategic priorities serve as a guideline for D&I. Whether innovation, growth, agility or efficiency: Diversity makes concrete contributions to this.

Continue reading →

What D&I managers want to learn

30. July 20187. March 2019 DiversityTeam

The job of a D&I manager often involves a miracle agenda: Make progress, deliver benefits, include everyone and manage complex stakeholders. Hence, they need a variety of skills and deep knowledge in many areas. Where do they acquire and develop these?

Continue reading →

  • 1 of 18
  • 1
  • 2
  • 3
  • …
  • 18
  • Next »

Categories

  • Business Case
  • Corporate Practice
  • HR
  • Marketing
  • Media & Diversity
  • Not-for-profit
  • Policy Development
  • Corporate Culture / Leadership

tags

(Dis-) Ability Age Comprehensive Ethnicity / Race / Migration Gender Inclusion International LGBT / Sexual orientation Religion Research Work-Life-Balance

Filter

  • Age
  • (Dis-) Ability
  • Research
  • Ethnicity / Race / Migration
  • Comprehensive
  • Gender
  • Inclusion
  • International
  • LGBT / Sexual orientation
  • Religion
  • Work-Life-Balance

Recent Posts

  • Resilient D&I: How to realign our work
  • About the Success of Women at the Top
  • Why you should clean up your D&I messaging, and how
  • Eine andere Vorstellung von D&I
  • The biggest untapped potential in most workplaces
  • New FIFA policy “innovative”, “at the forefront”
  • Siemens verliert mehr als eine Vorstandsquote
  • Diverse teams are great – but not equally for all
  • Getting inspired by an outside perspective
  • Pink-Washing zum Schnäppchenpreis?
Facebook Twitter XING LinkedIn Email
DE