Competition, polarisation, AI and ongoing transformation are challenging organisations, all at the same time. Why culture is no longer a soft add-on, but a
Read moreFor decades, leadership relied on a successful playbook: Define a vision, align the team, execute. But today’s organisations face new realities. The tensions are
Read moreWhen we consider change, it is rarely about supporting structures or effective strategies – it is often about ideologies and, quickly, about attitudes, values
Read moreInsights instead of ideologies: While many current debates are politically polarising, a rational look at value creation and success factors takes us further. This
Read moreSince the 80th European Forum Alpbach (#EFA25) successfully discussed Europe’s future, we contribute a series of analyses at the interface of business, politics and
Read moreLocal realities, industry dynamics, and corporate cultural heritage determine what works in change or DE&I — and what fails. This trilogy shows how to
Read moreThere are strong reasons to tailor your culture, DE&I and leadership work to your country or region, or to your corporate cultural heritage. In
Read moreThe media wants simple messages. No wonder they promote quotas, harsh statements and glamorous events. Smart, effective DE&I, however, remains underexposed.
Read moreBroad co-determination, social justice, peace and equal rights for women, LGBTQ, immigrants etc. – activism has been good for everyone and still triggers resistance.
Read moreDiversity is not just bound to global contexts – also its issues and dynamics change over time. This fascinating podcast episode brought together three
Read moreDiversity is known to drive innovation, productivity and market success, and thus increasing corporate performance, and yet has recently come under anti-woke fire. What
Read moreFormerly, DEI Leadership focused on providing ‘the tone from the top’. In an increasingly complex – and polarised – environment, we see a wider
Read moreJuridical frameworks and societal values used to serve as reference points for corporate DEI strategies. They have, however, become challenging forces with drastic impact
Read moreAnti-woke boycott, perceived reverse discrimination, fragile business cases and misplaced identity politics: DEI work of past decades has contributed to multiple issues. Related backlash
Read moreErasmus+ fosters not only mobility, but relevant skills, perspectives, and values that Europe needs to thrive — in business and society.
Read moreDespite bearing countless success stories, the European project has a notoriously bad image. EU bashing is as common as Nationalising achievements. How to progress
Read moreSome DEI programmes seem to be busy counting numbers and carrying out audits. Meanwhile trend research tells us that DEI has been downgraded from
Read moreCurrent analyses have already questioned the positioning and impact of mainstream DEI programmes. Read about the questions we need to ask to get to
Read moreA current study suggests, that the most wide-spread DEI programmes are actually counterproductive (!) to making progress. What does this mean for us, here
Read moreEurope demonstrates that differences can be transformed into shared strength. Companies that apply this mindset will enhance cohesion, build resilience, and secure long-term competitive
Read moreCelebrating differences is common if not paramount on DiversityDay. However, when many different (interest) groups campaign separately, what is the common message? And who
Read moreBacklash is not failure, polarisation is. Both provide the chance to rebuild DEI in a more informed way, for impact, engagement, and leadership.
Read moreAt a lively panel in Luxembourg, European Diversity Charters (BE, IT, LX) shared how inclusion creates impact and how the new Diversity Barometer drives
Read moreOnce 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
Read moreLeadership keeps being referred to as THE key to progress in DE&I. Yet, everybody appears to be focusing on something different – which does
Read moreDiversity has activist roots and at the same time, it was created as a positive, constructive addition to social and political equality movements. SustainabilityMag#15
Read moreRole 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
Read moreDE&I experts see both a need to consider vast local differences in what to address and how, and a huge attractiveness of global ‘best
Read moreWhen people talk about bias & barriers or privilege & power, older white males seem to be the implicit object of description. Increased activism
Read moreDE&I work can sometimes be summarised as ‘we celebrate minorities and blame others for the slow pace of change’. While it feels good and
Read moreUsing power is different from showing leadership in DE&I and both are key to successfully driving change. Traction, however, can also be reduced –
Read moreStanding up for your case has a long tradition in Diversity. Today, media amplify various forms of activism and DE&I is increasingly perceived as
Read moreDiversity seems to naturally focus on differences and separation can intensify when adding an international and hence intercultural dimension. Global corporations, on the other
Read moreShould the definition of Diversity include people that explicitly reject some aspects of DE&I? Or should Inclusion demand reciprocity from everyone who requests to
Read moreLecture for a prestigious US MBA programme explores the value-creation model of DE&I and today’s global imperatives from a European perspective.
Read moreIn an academic lecture for the course “Economics of Gender” at Izmir University of Economics, Michael Stuber introduced MBA and economics students to a
Read moreAre numerous likes from followers indicative of valuable, inspiring content? Do many participants illustrate the impact of a D&I initiative? Is positive feedback at
Read moreOne of the shared beliefs in D&I appears to be that issues from the past will be resolved with new values, generations and business
Read moreBoth Diversity activists and rationalists have been relentlessly exploring and explaining the need to overcome monocultures – particularly in today’s complex business contexts. What
Read moreWhere 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
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