The current backlash against DEI is often portrayed as a politically motivated aggression. International research adds a more uncomfortable element: DEI has also made itself disputable. Long-term learning says: companies should not simply rebrand nor retreat or revolt. They need to rethink what makes inclusion credible, relevant and impactful.
For decades, leadership relied on a successful playbook: Define a vision, align the team, execute. But today’s organisations face new realities. The tensions are no longer just between strategy, people and processes.
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.
Erasmus+ fosters not only mobility, but relevant skills, perspectives, and values that Europe needs to thrive — in business and society.
Despite bearing countless success stories, the European project has a notoriously bad image. EU bashing is as common as Nationalising achievements. How to progress in the delicate contexts we face?
Europe demonstrates that differences can be transformed into shared strength. Companies that apply this mindset will enhance cohesion, build resilience, and secure long-term competitive advantage.
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.
DE&I experts see both a need to consider vast local differences in what to address and how, and a huge attractiveness of global ‘best practices’ followed by an eagerness to import them. But: What to copy and what to tailor – and to which context?
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