European companies develop Diversity initiatives outside Europe

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. Continue reading

One of Britain’s Top Employer 2013, Tesco, works beyond Davies report targets

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 Continue reading

The World’s employers from a Global graduate perspective: research shows latest trends

The employer image of companies has always been closely related to their product images and their general reputation. However, the latest graduate survey results from Sweden-based consulting firm Universum reveals the full complexity of an international labour market. Not surprisingly, large US multinationals with strong brands dominate the top list. This might also be due to the importance International career development has for global top talent. Continue reading

LGBT agenda advanced by Court rulings – even over religious preference

On 15 January 2013 the European Court of Human Rights ruled that the right to act in accordance with one’s religion may be limited in order to protect others from discrimination based on sexual orientation. This judgment was made in the case Eweida and Others vs. United Kingdom, where two employees refused to provide services to same-sex couples based on their religious believes. In two other cases employers imposed restrictions on wearing visible crosses at work. Continue reading

Study shows lack of international diversity on German executive boards

What role does cultural Diversity play in the context of business management and diversity management in major corporations in Germany? This was the key question that business economist Insa Harms, former associate of European Diversity, followed when starting her analysis of the DAX30 company websites and executive director profiles, and she came to some amazing, or rather worrying results. Continue reading

Gender Gap Report: 7th International number crunching

The latest Gender Gap Report, a ranking of numerous countries on four gender scales, presents a few surprises mainly constant results. A number of European countries keep dominating the top ranks, and beyond this a few remarkable drops and rises can be noted. This observation leaves us with the question of the purpose of an annual counting of female parliamentarians, birth rates, women in management positions and girls at school. Continue reading

ANGLO-SAXON DISCONNECT ?

With UK just mentioning the mere possibility of leaving the EU, the world was reminded of the ever existing gap between the ‘rest of the Empire’ and the ‘most of Europe’. Diversity is just one of the many areas where fundamental cultural differences between the Anglo-Saxon world and other worlds have been existing. And although these have been apparent and acknowledged to some degrees, the different assumptions and cultural backdrops have always played out in distinct approaches that can be found on both sides of the British Channel and both side of the Atlantic as well. Continue reading

DIVERSITY IS MANAGING COMPLEXITY

‘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. Continue reading

Norwegian quota decreased companies’ values while accepted gender diversity adds value

After Norway introduced a mandatory 40 percent quota of women on (supervisory) boards of directors for all publicly listed firms, the value of those companies has decreased as a result for several reasons. This is one of the key findings of a study conducted by two US American Finance professors from the University of Michigan. The researches examined a total of 248 listed Norwegian companies using stock market information. First, they found that Continue reading

France to unveil gay marriage but Russia …

The French government will present legislation on the legalisation of gay marriage these days, the office of Prime Minister Jean-Marc Ayrault proclaimed. According to a spokesman the bill on ‘marriage for all’ would change the definition of marriage in the civil code from the union of ‘a man and a woman’ to the union of ‘two people’. The bill will also propose that gay couples be allowed to adopt children, the spokeswoman said. Continue reading

B2B Managers engage in Diversity at Orange Business Services internationally

Even Diversity experts wonder, at times, if and how D&I management works in a Business-to-Business (B2B) environment. One of key arguments – referring to customer diversity – seems to be missing at a first glance. Orange Business Services shows how an international organisation that caters solely to corporate clients can align its implementation with both, the specifics of its business organisation and the overarching Group strategy (in this case FT [France Telecom] Orange). Continue reading

‘Leading economies’: Alarmingly low numbers of women in science & technology

For the first time, a study maps the opportunities and obstacles women face in developing their careers in science across the US, the EU, Brazil, South Africa, India, Korea and Indonesia. It was conducted by experts in international gender, science and technology from ‘Women in Global Science & Technology’ and the ‘Organization for Women in Science for the Developing World’, and funded by the Elsevier Foundation. The researchers found that Continue reading

Integration am Arbeitsmarkt braucht Chancengleichheit

Die Arbeitsmarktstatistik lässt alljährlich erkennen: Die Arbeitslosenquote unter MigrantInnen ist mehr als doppelt so hoch wie unter Deutschen. Aktuelle Daten weisen 6 Prozent Arbeitslose unter Deutschen aus, aber 14 Prozent bei ausländischen Erwerbstätigen, die zudem häufiger geringfügig beschäftigt und vor allem in gering qualifizierten Bereichen tätig sind. Strukturelle Benachteiligung verhindert die Nutzung von Potenzialen und dagegen wendet sich ein neues Projekt. Continue reading