Broad co-determination, social justice, peace and equal rights for women, LGBTQ, immigrants etc. – activism has been good for everyone and still triggers resistance. The difference lies in the approach. And in the context.
Diversity has activist roots and at the same time, it was created as a positive, constructive addition to social and political equality movements. SustainabilityMag#15 explains how to manage the dynamics created by #metoo or BlackLivesMatter.
Standing up for your case has a long tradition in Diversity. Today, media amplify various forms of activism and DE&I is increasingly perceived as a personalised or political form of engagement – rather than a future-oriented way of supporting organisational priorities. Read about unwanted side-effects of this. DE&I 2023 Trilogy (part 2) The roots of […]
Competition, polarisation, AI and ongoing transformation are challenging organisations, all at the same time. Why culture is no longer a soft add-on, but a robust driver of future-readiness.
Since the 80th European Forum Alpbach (#EFA25) successfully discussed Europe’s future, we contribute a series of analyses at the interface of business, politics and society – describing a European Future Compass as a consolidated result.
Local realities, industry dynamics, and corporate cultural heritage determine what works in change or DE&I — and what fails. This trilogy shows how to make your strategy truly effective.
Juridical frameworks and societal values used to serve as reference points for corporate DEI strategies. They have, however, become challenging forces with drastic impact in some respects.
Some DEI programmes seem to be busy counting numbers and carrying out audits. Meanwhile trend research tells us that DEI has been downgraded from a strategic topic that makes companies future proof and resilient to an HR-ESG-admin-and-reporting tool. How get back on the radar.
Europe demonstrates that differences can be transformed into shared strength. Companies that apply this mindset will enhance cohesion, build resilience, and secure long-term competitive advantage.
Celebrating differences is common if not paramount on DiversityDay. However, when many different (interest) groups campaign separately, what is the common message? And who will receive it positively as an inspiration for change?
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