Februar, 2017

How D&I leaders should be D&I role models and work more with the mainstream majority

For twenty years, D&I was demanding inclusive behaviour and high ethical standards from dominant groups while running programmes for women and minorities. The analysis shows that this has to be reversed: D&I leaders should role model their ideals and work a lot more with the mainstream majority.

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Vielfalt: Was gut fĂŒr Marke und GeschĂ€ft ist, ist manch anderen ein Dorn im Auge

„Das traditionelle Vater-Mutter-Kind-Modell hĂ€lt in Deutschland weiterhin das „Familien-Monopol“ und das ist konservativen Politikern und Kirchen recht. Die Wirtschaft orientiert sich derweil an gesellschaftlichen RealitĂ€ten, wie zum Beispiel die Telekom, die bunte Familien umwirbt und bewirbt.

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D&I must step out of its own comfort zone

D&I is stuck in routine, generic strategies and a copy-and-paste mentality. This analysis shows how a lack of relevance to the business and too much regulation is limiting the scope and impact of Diversity. A new business focus can bring back the change into D&I and unleash intrinsic energy.

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D&I could be a powerful alternative to Nationalism – if pitched effectively

It felt as if overnight many achievements of 20 years of D&I work were ruined when nationalistic and post-truth campaigns received support and were partially successful. A root cause analysis shows how badly managed globalisation and virtualisation led to fragile communities. D&I has the power to offer an alternative – but for that, it needs […]

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Wirtschaftsministerium setzt sich fĂŒr mehr Inklusion in der Ausbildung ein

Das Thema Behinderung gilt als DomĂ€ne der SozialverbĂ€nde. Umso bemerkenswerter ist es, dass die Mittelstandsbeauftragte, StaatssekretĂ€rin Gleicke aus dem Wirtschaftsministerium, mehr und bessere AusbildungsplĂ€tze fĂŒr junge Menschen mit Behinderungen forderte.

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Women in Finance in the Gulf region: Similar picture, long journey

A new report by ACCA (the Association of Chartered Certified Accountants) Middle East has found that a majority of finance professionals believe their sector or function should be leading the way in improving the rate of gender diversity across the GCC region. However, the numbers do not suggest they will any time soon.

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