When we consider change, it is rarely about supporting structures or effective strategies – it is often about ideologies and, quickly, about attitudes, values and behaviours. My latest video trilogy shows how we can shape the future together. (German article)
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?
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.
Using power is different from showing leadership in DE&I and both are key to successfully driving change. Traction, however, can also be reduced – or limited – depending on how power is used. This often happens unintentionally or when a leader is not aware of the side-effects of their ‘powerful’ decisions. DE&I 2023 Trilogy (part […]
Are numerous likes from followers indicative of valuable, inspiring content? Do many participants illustrate the impact of a D&I initiative? Is positive feedback at a DEI meeting confirming your DEI strategy design? As a critical D&I engineer, I see a need to look at different DEI target groups and related objectives in the first place. […]
