Hundreds of leading women at the World Women Leadership Congress in Mumbai filled the large ballroom with stunning expertise and vibrant engagement. The only panel of that day, 17 February, discussed a delicate question: The invisible dynamics of gender bias. The only man on the panel, Michael Stuber, shares his top recommendations from 20 years […]
For twenty years, D&I was demanding inclusive behaviour and high ethical standards from dominant groups while running programmes for women and minorities. The analysis shows that this has to be reversed: D&I leaders should role model their ideals and work a lot more with the mainstream majority.
D&I is stuck in routine, generic strategies and a copy-and-paste mentality. This analysis shows how a lack of relevance to the business and too much regulation is limiting the scope and impact of Diversity. A new business focus can bring back the change into D&I and unleash intrinsic energy.
A new report by ACCA (the Association of Chartered Certified Accountants) Middle East has found that a majority of finance professionals believe their sector or function should be leading the way in improving the rate of gender diversity across the GCC region. However, the numbers do not suggest they will any time soon.
In a keynote address at the World D&I Congress in Mumbai, India, the International D&I pioneer, Michael Stuber, will outline key issues for Diversity & Inclusion in the future. His analysis âWho Are We?â shows that a new era is beginning for D&I, and what it will take for all of us to be successful.
Initiating concrete changes to mitigate unconscious biases and eventually make the most of differences. This summarises the ambition of many D&I practitioners. While it sounds easy, experience shows that the practicalities sometimes arenât. âInclusion Nudgesâ are a collection of good practices how to steer behaviour away from bias and towards inclusion.
On the occasion of Coming Out Day, global life science giant Bayer launched a video speaking about the dynamics of opening doors. It includes a statement of support for Coming Out Day and an encouragement to open up for conversations.
D&I initiatives used to be common at J&Jâs production site in Geel, Belgium, for many years. Posters, events and training were well received â but not necessarily connected to everyday business, leadership behaviour or the overall growth agenda. A new strategic approach of the site management team has led to significant traction on D&I â […]
After decades of work on D&I, experts are often asked if more research and additional activities were still needed. One of the globally leading D&I content providers has just published a ‘diversity dialogueâ on current challenges and next practices.
Including shift workers in D&I programmes, addressing Unconscious Biases practically with management teams and integrating Diversity in HR-tools and in everyday work reality. What sounds like a miracle agenda happened at Johnson & Johnson in Switzerland, within a space of two years.
