Insights instead of ideologies: While many current debates are politically polarising, a rational look at value creation and success factors takes us further. This summer, ten analyses have generated the cornerstones for a new “MasterPlan Economic Performance”.
Diversity is known to drive innovation, productivity and market success, and thus increasing corporate performance, and yet has recently come under anti-woke fire. What do financial analyses say about this?
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.
Faced with a crises, people and systems tend to focus on what they truly care about. This, however, assumes that a deeper purpose exists in the first place and is shared. D&I can offer a strong shared purpose – if it goes beyond numbers and initiatives.
A new series of articles reframes D&I to shift the focus from special interest groups to large audiences. It was often proclaimed that ‚everyone‘ should be part of D&I and that it is an embedded business topic. Here are three related deep dives.
It is simple and easy to say that D&I is good for business and also the right thing to do. This combined rationale is believed to convince different audiences. However, increasing backlash in recent years shows that positioning D&I does not work smoothly.
The latest academic study about team diversity provides additional depth to simplistic insight. Yes, diverse teams create superior results – sometimes on the back of those who aided the benefit.
The operator of London’s public transport network, TfL, has banned advertising from eleven countries that breach human (LGBT) rights. The reaction reaches far beyond the individual ‘Brunei case’ and affects global airlines and tourist boards. It raises the question how many more countries could be criticised for other anti-Diversity policies…
The belief in D&I targets is almost as strong as the resistance they often create. Based on new large-scale, international research, experts now confirm that a consistent, business-based sense-making will create the ‘acceptance’ required to make targets a success.
