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)
Local realities, industry dynamics, and corporate cultural heritage determine what works in change or DE&I — and what fails. This trilogy shows how to make your strategy truly effective.
There are strong reasons to tailor your culture, DE&I and leadership work to your country or region, or to your corporate cultural heritage. In any case, your sector will also determine what works, and how. Striking a balance is key.
The media wants simple messages. No wonder they promote quotas, harsh statements and glamorous events. Smart, effective DE&I, however, remains underexposed.
Current analyses have already questioned the positioning and impact of mainstream DEI programmes. Read about the questions we need to ask to get to meaningful moments of truth.
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.
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 […]
In an academic lecture for the course “Economics of Gender” at Izmir University of Economics, Michael Stuber introduced MBA and economics students to a European model of DE&I as a value-creation process.
Both Diversity activists and rationalists have been relentlessly exploring and explaining the need to overcome monocultures – particularly in today’s complex business contexts. What began as a joint effort has become – at times – a fight over narratives, followers and the prerogative of interpretation. Less divisiveness and polarisation – even within DEI – is […]
Diversity is not a quota game. Gender-sensitive talent management breaks invisible barriers and delivers real business advantage.
