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.
Anti-woke boycott, perceived reverse discrimination, fragile business cases and misplaced identity politics: DEI work of past decades has contributed to multiple issues. Related backlash can be overcome by closing three gaps.
Erasmus+ fosters not only mobility, but relevant skills, perspectives, and values that Europe needs to thrive — in business and society.
Despite bearing countless success stories, the European project has a notoriously bad image. EU bashing is as common as Nationalising achievements. How to progress in the delicate contexts we face?
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.
Current analyses have already questioned the positioning and impact of mainstream DEI programmes. Read about the questions we need to ask to get to meaningful moments of truth.
A current study suggests, that the most wide-spread DEI programmes are actually counterproductive (!) to making progress. What does this mean for us, here and now?
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?
Backlash is not failure, polarisation is. Both provide the chance to rebuild DEI in a more informed way, for impact, engagement, and leadership.
