Anti-woke boycott, perceived reverse discrimination, fragile business cases and misplaced identity politics: DEI work of past decades has contributed to multiple issues. Related backlash can be overcome by closing three gaps.
Erasmus+ fosters not only mobility, but relevant skills, perspectives, and values that Europe needs to thrive — in business and society.
Some DEI programmes seem to be busy counting numbers and carrying out audits. Meanwhile trend research tells us that DEI has been downgraded from a strategic topic that makes companies future proof and resilient to an HR-ESG-admin-and-reporting tool. How get back on the radar.
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.
A current study suggests, that the most wide-spread DEI programmes are actually counterproductive (!) to making progress. What does this mean for us, here and now?
Celebrating differences is common if not paramount on DiversityDay. However, when many different (interest) groups campaign separately, what is the common message? And who will receive it positively as an inspiration for change?
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.
