The Arab national trade union organisations associated with the ITUC, the so-called global voice of workers worldwide, have decided to launch the process of creating a trade union organisation for the Arab region, using the framework of the ITUC to promote and defend the rights of workers. The purpose of this initiative is to Contine reading
The basic question IF Diversity CAN add value in a business organisation has been investigated by many scientific studies. Due to the nature of academic approaches, each study had to focus on selected aspects and found – depending on the chosen approach – different answers. More recent research tried to Contine reading
Despite some reservations, French trade unions have signed a new agreement on equality between men and women in the public services in France. This is the concrete outcome of cornerstones, which were discussed during a major conference with all key stakeholders in July 2012. The new framework agreement is a breakthrough for 5 million employees in France and an unrivalled initiative in the EMEA region. Contine reading
The “Disability Matters Europe” conference was held in Paris from 12th till 13th of June. The conference, organised by Springboard Consulting, features experts from corporations, academia, government and non-profit sector who share best practices with regard to successfully embarking on the special needs workforce. Contine reading
Diversity would be nothing without Inclusion. This has been, for some reason, the conviction of D&I practitioners for the past five years. Before that, Diversity, valuing diversity, managing diversity, leveraging diversity were some of the paradigms illustrating different elements needed to create impactful and value-adding frameworks. So, what is
the big forward leap of Inclusion and would it be good or appropriate to concentrate on that piece for the next strategy cycle? Contine reading
More than 100 people from all over Europe will participate in the conference “Free Kick For Equality! Moving to the next step in Combating racism and homophobia in sports together” to be held in Bratislava, 26-28 of April. The conference is part of the framework of the European Commission’s co-funded project “Football for Equality”. Contine reading
The introduction of the digital TV led to problems for partially sighted and blind people as this technical revolution made watching TV impossible for them: While in the past a combination of hearing, residual sight, and audio description (AD) was used to describe what was shown on-screen, this information nowadays is written on the screen and cannot be accessed by blind people. Ironically, Contine reading
Recent developments in West Bank are quite alarming. After a series of complaints by Jewish settlers about Palestinians being a security risk while using public transportation such as buses, the Transportation Ministry bowed to the pressure of the Mayor of Ariel, Ron Nahman: Since 4th of March 2013 the Afkim bus company has started to run separate lines for Jewish and Arabian/Palestinian travellers from the West Bank into central Israel, even with different routes. Palestinians are not allowed to Contine reading
In order to increase the number of employees from under-represented groups or from emerging markets, European companies undertake Diversity initiatives in their subsidiaries outside Europe. Two large companies listed in the Stoxx 50, ABB and Imperial Tobacco, serve as examples for activities in the MEA region (Middle East & Africa). “Emerging markets are key to the future of business and diversity is key to being successful in these regions”, says Diversity expert Michael Stuber welcoming these moves. Contine reading
The British multinational grocery and general merchandise retailer Tesco has been recognised as one of Britain’s Top Employers 2013 by the Corporate Research Foundation (CRF) Institute.
As a result of a recent research project, Tesco was named a British Top Employer among 68 other companies, all rated on opportunities for career development, training and development, cultural management and benefits offered. The participating companies have at least Contine reading
Diversity deals with complex issues. Sometimes it is helpful to get an overview and an introduction especially when basic questions turn up. You might ask how to create value through diversity and inclusion and how to get the diversity of Diversity just as students of Cologne Business School did. Michael Stuber answered those questions to students who are beginning to care about this topic.
Michael Stuber’s presentation was a kick-off for the two-day networking and recruitment event “Workforce of Tomorrow – Managing Diversity in the 21st Century”, organised by the Cologne Business School (CBS) University2Business (U2B). Several companies, including Henkel, TÜV Rheinland and SUPER RTL, introduced their diversity management strategies within the scope of presentations and workshops. Contine reading
In the male-dominated world, everybody wants to be a leader in their industry, country or discipline. And as D&I is increasingly aligned to strategic priorities, the leadership ambition gets more and more frequently included in Diversity storylines. At the same time, budget restrictions have led to minimised staff in D&I departments and increased voluntary engagement in grass-root initiatives. Considering these competing trends, it is necessary to ask – and challenge – if companies are aiming at deploying cutting-edge programmes (at cost) or if they will be satisfied with some solid initiatives. Contine reading
Wir können viel erzählen: Über Vielfalt, Aufgeschlossenheit und Einbeziehung. Aber was bedeuten diese Konzepte schon im Alltag? In unserem Alltag? Im Arbeitsalltag unserer Zielgruppen? Und wichtiger noch: Sind wir in der Lage, unsere Anliegen so zu vermitteln, dass Kollegen, Kunden und kritische Investoren etwas damit anfangen können? Contine reading
A lot has been published and discussed about the way of working of Generation Y – the first generation that grew up with the Internet as an integral part of their world. And many people wonder how the future workforce can be integrated in the existing system. Instant feedback is one of the obvious aspects often highlighted. Contine reading
Young people that are disabled or are having health problems have been unnoticed by both employment policy and practices. This is a key result of a current report from the European Foundation for the Improvement of Living and Working Conditions (‘Eurofound’) discussing the active inclusion of these youngsters. The main aim of the research was to Contine reading
Effective strategies for building diverse and inclusive organisations was the title and focus of this year’s D&I seminar in Barcelona on 21st/22nd February 2013, organised and hosted by Icon Events international, and co-promoted by European Diversity as media partner. Icon Events is a two days of debate sessions, roundtable discussions, presentations and workshops. A main issue of this seminar is to provide the key for identifying and creating a clear definition within the participants’ organisations. It helps figuring out new approaches of successful Inclusion, Talent and Diversity strategies & programmes to be implemented. The event addresses SVPs, HR Directors, Globals Heads of Diversity & Inclusion, Chief Diversity Officers, Directors of Talent Management, Leadership Development, Employee Engagement, Communications & other related areas. Read our report. Contine reading
Ist Diversity wirklich ein Konzept, das Alle einschließt und erreicht? Gut gemachtes Diversity-Marketing kann diesen Anspruch erfüllen, wie die aktuelle Werbung des Portals für Hotelpreisvergleiche ‚trivago’ eindrucksvoll demonstriert. Was beginnt wie die älteste Geschichte der Menschheit, endet überraschend: eine Frau und ein Mann verbringen unabhängig voneinander aber dennoch gemeinsam einige Zeit im Wellnessbereich ihres Hotels. Contine reading
‘Broad and inclusive’ – experts nowadays agree that the concept of Diversity embraces many if not numerous or even all kinds of differences. But when it comes to concrete implementation and active promotion of distinct dimensions, more or less rigorous choices are being made. A couple of years ago, those choices were made regarding what to include in a Diversity framework; today the question is what gets concretely addressed. The bottom line can look quite the same in either case: A few issues (or only one?) will be prioritised, analysed, represented, strategized, funded, measured, celebrated and reported. Some more topics might be tackled in special projects or with task forces, and a few others will get merciful permission to self-organised programmes for which small budgets will be granted case by case. Contine reading
A new survey launched by HR magazine UK reveals a huge gap between the stated commitment towards the importance of a diverse workforce and the strategic action of the UK’s HR decision-makers.
Though 82% out of 271 HR directors, chief executives, managing directors and HR managers stated that diversity and equality were ‘high on their list’ (37%), a ‘top priority’ (17%) or at the core of their business (28%), only 57% had a diversity strategy in place. Contine reading
The European Commission has initiated several Diversity projects since the year 2002. While the biggest push for Inclusion was probably the European Year of Equal Opportunities for All in 2007, one of the current initiatives includes the project “Support for Voluntary Initiatives Promoting Diversity Management in the Workplace”. Contine reading