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.
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367 article(s)
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.
The biggest untapped potential in most workplaces
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.
Getting inspired by an outside perspective
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
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.
Why Heidi Klum harms Diversity just as BlackRock or Head-hunters do
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.
Diversity in Advertising? Global survey spurs hope
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.
Focus on Impact: D&I fully revamped
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.
Public Bias: Which criminals are ‘mentally ill’ and which are ‘terrorists’?
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?
Different and similar: The implementation of D&I across Europe
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.