From practice research to the in-depth evaluation of scientific studies: the bandwidth of explorations in the D&I field is remarkable. Content analyses and evidence-based models (D&I value-chain, unconscious biases) provide particularly robust insight to understand what help to both move the needle and generate benefits.
Many current Nationalist movements base their ideas on ethnic, religious, geographic or linguistic commonalities. Simple considerations can debunk many of them. However, in the discussion each party has become more and more creative in defending their ideas. Here are two intriguing ways to put Nationalism on the spot: comedy and science.
Some focus on digitalisation, others on economy 4.0 and a few see the bigger picture of several disruptive forces and how these will affect our work and our lives. The good news is: Everybody can prepare themselves to become ‘Futureproof’. A new book provides structured analyses and describes implications as well as recommendations.
Showing a few different characters in your advertisements is a simple way to leverage Diversity for business. Arguably, it’s too simple nowadays when diversity is a default state of many crowds. A new Levi’s® ad manages to capture and convey the spirit of D&I with a new quality.
While for some, D&I still feels like a new (ad)venture, others have already witnessed 20+ years of development in the field. One of the leading D&I magazines presents ten critical expert analyses including learnings and recommendations.
Es ist gesetzt: Das nächste große Thema, ohne das kein Management-Meeting mehr auskommt. Auch der Diversity-Bereich diskutiert eifrig. Was ist neu und was ist nachhaltig am Digitalisierungs-Hype?
The family-owned Prettl Group with almost 10,000 employees sucessfully runs five business unit, Automotive, Appliance Solutions, Electronics, Energy and ProSys. The current company magazine focuses on Diversity & Inclusion. The expert interview with Michael Stuber can be found here.
18 British blue chip corporations form the second largest National subsample of 75 of Europe’s largest companies. The country also has a long tradition in non-discrimination. Does that mean that UK firms are D&I leaders, compared to other Europeans?
The financial sector constitutes the largest Industry cluster when analysing blue-chip companies in Europe. Does the economic strength translate into D&I leadership or will questions over ethics be confirmed? A comparative summary of results
ENEL’s current issue of their corporate magazine is dedicated to how to create value for business by fostering diversity inside corporations. The company describes itself as a laboratory of diversity.
A google employee was fired for spreading harmful stereotypes about women – ten pages long. The following discussion revolved around freedom of speech and existing (gender) gaps in the tech industry. Surprisingly, there was little refection about how D&I did not reach large, mainstream audiences over the past years.
Er schwingt sich von Rekord zu Rekord, der Deutsche Diversity Tag. Dabei haben die InitiatorInnen und PartnerInnen nicht nur die Masse im Blick. Qualität in den Botschaften, den Kontakten und der Nachhaltigkeit stehen ebenso im Fokus. Ein Überrückblick.
An insightful (and self-critical) survey of 500 creative professionals revealed that 54 percent of them admit that ‘echo-chambers’ (and hence group-think) hamper creativity. We have created a unique checklist for you to self-test your inclination to group-think in D&I.
Hard or soft facts? Snapshot or long-term trends? Which type of information are you using in your D&I work? What counts in social media and at conferences (cool images, crisp cases, or surprising figures) might not be what helps you to take the most effective decisions. Take a look at our summary of our 20 research projects.
Kommunizieren deutsche Konzerne Diversity mehr oder weniger als ihre europäischen Wettbewerber? Oder einfach anders? Eine vergleichende Analyse, die seit 2007 bereits zum fünften Mal durchgeführt wurde, zeigt: Deutsche Großunternehmen platzieren Diversity deutlicher im Kontext sozialer Verantwortung als dies in Europa üblich ist. Zudem sind die Themen Frauenförderung und Work/Life-Balance deutlich überrepräsentiert. „Eine unglückliche Kombination“, meinen Experten.
The 50 largest corporations in the EuroZone have further increased the communication of their D&I policies and practices. This finding of the latest analysis of Corporate Reporting is particularly true for CSR reports – and for gender. An over of research results provide a crisp and clear picture.
It could be so simple and joyful: celebrating diversity, colourful balloons and smiling people. All good. However, anyone who tackles diversity in a simplistic way and presents it only as a business case is not only cheating on his or her own label – they will also quickly reach the limits of credibility and expectations of measurable success. This is shown both by longer-term maturity and by the effects of recent events. Two key issues have become apparent: a focus on individual issues and a quite superficial desire for change.
For the 4th time, the bi-annual analysis of all Corporate and CSR reports of Europe’s Top 50 companies has been completed. The analysis shows how much and what type of D&I policies, practices or data large European corporations communicate. Since 2008, the results of this research series have been serving as trend indicators for D&I in Europe.
Two recent studies show that culture tends to be underestimated as a success factor in large companies and that the leadership style (of at least the CEO) should be different from the existing organisational culture. The combination of the findings reconfirms the business case for a need to tackle Diversity, Culture and Leadership in a comprehensive way.
Is Diversity naturally embedded in Project Management or does this new and hugely complex profession needs to reconsider the way it is looking at differences? A keynote at the (Gender) Diversity in Project Management Congress in the Netherlands set the scene.