The current backlash against DEI is often portrayed as a politically motivated aggression. International research adds a more uncomfortable element: DEI has also made itself disputable. Long-term learning says: companies should not simply rebrand nor retreat or revolt. They need to rethink what makes inclusion credible, relevant and impactful.
At a lively panel in Luxembourg, European Diversity Charters (BE, IT, LX) shared how inclusion creates impact and how the new Diversity Barometer drives progress.
Once considered the opposite of diversity, Rotary now embraces DE&I. In this context, Michael Stuber’s guest lecture sparked new questions about relevance, resilience and the future of inclusive leadership.
When people talk about bias & barriers or privilege & power, older white males seem to be the implicit object of description. Increased activism (and polarisation) intensifies the blame & shame on this group. At the same time, they are asked – or urged – to become active allies and empathetic mentors. Can we have […]
DE&I work can sometimes be summarised as ‘we celebrate minorities and blame others for the slow pace of change’. While it feels good and fuels belonging, the critical way to comment and demand progress does not seem to enlist support from those we want to win.
Diversity seems to naturally focus on differences and separation can intensify when adding an international and hence intercultural dimension. Global corporations, on the other hand, require consistency across their organisations and also need D&I approaches that are universally applicable. An expert event discussed the related dilemma.
Lecture for a prestigious US MBA programme explores the value-creation model of DE&I and today’s global imperatives from a European perspective.
In an academic lecture for the course “Economics of Gender” at Izmir University of Economics, Michael Stuber introduced MBA and economics students to a European model of DE&I as a value-creation process.
Where can D&I managers find long-term reflections, evidence-based input and comprehensive framings for their (future) work? IncludEU offers an advanced training course on ‘building diverse and inclusive workplaces in Europe’
Diversity is not a quota game. Gender-sensitive talent management breaks invisible barriers and delivers real business advantage.
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