A current re-analysis of Eurobarometer data by the OECD reveals that European public opinion expects immigrants to blend into their future home countries. This understanding of integration of migrants has implication for D&I, as our considerations show.
Former UK First Lady, Cherie Blair, said on TV that role models “matter” and that it did “not matter” whether the next Labour leader was a woman – for tokenism was “a very negative thing”. Read how we can resolve the dilemma…
For many years, football used to be an example of a perfectionised monoculture with vast biases. The global association, FIFA, reaches millions or billions of people so that their new anti-discrimination policy is a key move.
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 European Union is undertaking major steps to provide equally high standards for the integration of work and private life for both men and women. Empirical research and good practice confirm the need to switch from a Dual-Breadwinner to a Dual-Earner-Carer-Model.
Exposing yourself to differences is known to contribute to reducing biases. Following this thought, researchers tested the role of nationality in inter-personal relationships among expats. They found a significant interplay.
Will more women on boards lead to more equality in an organisation? Or do multi-national teams promote inter-cultural relationships? While some numbers support such obvious linkages, deeper research provides a more sophisticated picture.
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…
Alongside Fridays for Future and other movements, a new form of generational dispute can be noticed: Young people not feeling that their voices are heard and wanting to break with the past to create their future – by themselves and for themselves.
When a company has completed more than 15 years of D&I work – in all aspects and areas – they ask us which higher level they could reach. For every D&I practitioner, staying relevant is key. Here is the latest guidance.
