Can gender or age – except for actors – be a selection criterion? For a long time diversity was seen as the antithesis of qualification – with “Cultural Fit” the game has been reset.
Everyone probably knows some studies that illustrate the value-add of D&I. Is that enough to convince your stakeholders? Do these studies cover, e.g., the dimensions of religious or functional diversity? The latest global business case inventory identified 181 new studies of which 50 fulfilled strong quality standards.
Insights about Unconscious Biases can be eye-opening – but does this translate into fundamental and sustained change? And which biases do we need to address to remove all relevant D&I barriers? In the hustle and bustle of videos, we offer an evidence-based, yet practical model to mitigate D&I-related biases on multiple levels and through the […]
Annual reports provide opportunities to talk about progress and success. While large corporations do so regarding their D&I commitment and activities, they are much more modest when it comes to publishing D&I numbers.
Managers are in the focus of each and every change approach. What is different in D&I: The topic has complex links to strategic management, operational leadership and personal role modeling.
Your company’s strategic priorities serve as a guideline for D&I. Whether innovation, growth, agility or efficiency: Diversity makes concrete contributions to this.
In its employee magazine retorte, Cilag AG – part of Janssen Pharmaceutical of Johnson & Johnson – shared insights into its approach to tackling unconscious biases. The report highlights how holistic training helped to make hidden stereotypes visible and improve collaboration across all levels.
The job of a D&I manager often involves a miracle agenda: Make progress, deliver benefits, include everyone and manage complex stakeholders. Hence, they need a variety of skills and deep knowledge in many areas. Where do they acquire and develop these?
A high-level programme in Torino explored Europe’s competitiveness, reforms and growth strategies. In this context, Diversity & Inclusion was presented as a strategic driver of jobs, productivity and innovation.
As an economic concept, diversity should not provide isolated solutions that are vulnerable and lead to weariness. Instead, comprehensive concepts are required that take into account the valuable potential of all and therefore also reach the majorities.
