How D&I must be part of the rEvolution of International Companies

Is D&I more relevant for Global players or an inherent element of the evolution of the business landscape? Resolving this question requires the integration of two perspectives: The long-term development of D&I as well as inter-national comparisons.

The Spanish Diversity Charter, a founding member of the EU Diversity Charter Platform, has been a key stakeholder in European Diversity research, innovation and events. During the pandemic, this membership platform has designed and promoted a large series of expert webinars that discuss critical D&I questions beyond the ordinary. Understanding long-term D&I developments in an international context was the topic on 24 November 2020.

Big change or individual care?

Companies are used to adapt to changes in their business environment. For that, large-scale, comprehensive change programmes provide global solutions and traction. D&I, however, is often tackled both locally and topic by topic. Myths are prevailing, how each geography and societal group needed specific attention and programmes.

Global blue-prints or European framework?

Meanwhile, research shows that D&I will contribute to innovation, productivity and growth when it is addressed both holistically and with a focus on inclusive cultures. A European study revealed consistency across countries based on EU diversity frameworks. In addition, today’s societies illustrate that traditional boxes have become much too small for individuals – and also for proclaimed homogeneous national identities.

Create buy-in, increase momentum and deliver benefits

As we strive to integrate the seemingly competing political, social and business arguments for diversity, the divisive dynamics of social media and populist campaigns make D&I more complex than before. Fortunately, advanced models are available to provide the required sense-making in a corporate setting that brings operational and business managers on board, and includes grass-root perspectives at the same time.

  • How to create value from differences
  • How to identify different forms of Unconscious Biases and related needs for change
  • How to create impactful D&I strategies beyond KPIs and event celebrations

Key Take-Aways from the webinar

This webinar delivered the latest insight about the future of D&I and what we have to change in order to build resilient strategies.

  • It’s not enough to promote and celebrate difference to create benefits – we need explicit, shared values that are actively managed (like in the EU)
  • Quoting generic business case phrases is not helpful to position D&I in corporations – we need to align with specific business priorities and challenges
  • Unconscious Biases should not be demonised nor trivialised nor lumped together under one headline – we need to address each type of bias in a specific, impactful way
  • Many good intentions in D&I can quickly and easily lead to unwanted effects – we need to be aware that topic foci, social justice arguments or political metrics must be adapted to support D&I in business
  • D&I experts should not repeat or reenact phrases or myths from their network bubbles – we all need to critically reflect our respective context to understand what’s next in the concrete evolutionary development (of, e.g., an organisation)

If you want to receive a copy of the hand-out or a playback link of the webinar, please get in touch with office@diversity-consulting.eu

 

Update (1 June 2023)

As a reaction to the ever-increasing excitement about international ‘best practices’ in particular from the Anglo-Saxon world, this contribution to the EU (and Spanish) DiversityMonth – using Spain as an example – shows how to create a tailored base for DE&I change impact and progress

https://en.diversitymine.eu/same-same-and-no-impact-the-harm-of-imported-best-practices/