What the USA can learn from European DE&I
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.
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.
Backlash is not failure, polarisation is. Both provide the chance to rebuild DEI in a more informed way, for impact, engagement, and leadership.
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.
Leadership keeps being referred to as THE key to progress in DE&I. Yet, everybody appears to be focusing on something different – which does not help to create impact. At a large key-note event hosted by the Lëtzebuerg Diversity charter, Michael Stuber, the D&I Engineer, unpacked the topic.
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.
Role modelling DE&I, driving DE&I from the top down, strategic positioning of DE&I – the expectations people have from C-suite executives are vast. But do we really understand their perspective, their roles and what they (really) need to effectively contribute to DE&I? The CEO Club looked at (their) part of the story.
DE&I experts see both a need to consider vast local differences in what to address and how, and a huge attractiveness of global ‘best practices’ followed by an eagerness to import them. But: What to copy and what to tailor – and to which context?
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.