For sad reasons, RacialEquity became a focus topic (once more) in recent years and months. Journalists from the DW TV explore corporate responses in the field – on both side of the Atlantic – including a 4-minute summary on European specifics.
Author: Michael Stuber
201 Artikel
Choose to Challenge gender myths and damaging messages
Over recent years, everybody became a diversity expert and ‘good ideas’ are spreading fast – even when they are based on false assumptions or have adverse effects. Also in the gender area people reproduce myths and overlook empirical insight. #IWD2021
Understanding (fake) D&I Change (20>>21.c)
From systemic change to moving the needle: D&I proclaims change. However, celebrations and C-level support are not enough to generate progress. And sometimes, fake change is the issue.
Leaving the Introversion (20>>21.b)
Diversity acknowledges the human factor in professional and business processes, aiming at improving outcomes for people and organisations. The human mechanism of introversion requires special attention these days. Specifically including in D&I.
D&I can provide the purpose that makes the difference (20>>21.a)
Faced with a crises, people and systems tend to focus on what they truly care about. This, however, assumes that a deeper purpose exists in the first place and is shared. D&I can offer a strong shared purpose – if it goes beyond numbers and initiatives.
10 Impactful Ways to (un)Learn D&I
Racism and other issues remain unresolved and we must therefore accelerate systemic change. This, however, requires us to learn and unlearn. The online maganzine TwentyThirty dedicates an entire series to this aspect.
Creating buy-in with a business-based approach to culture
How to take D&I out of the HR and CSR niche and generate business benefits and more equity at the same time? A by-invitaion-only webinar discusses some of the most prominent myths in D&I and show how radically different approaches overcome prevailing resistance.
“Es genügt nicht, Vielfalt zu feiern und zu promoten.”
Events, Kampagnen und selbst Studien versuchen immer wieder, Vielfalt als (Mehr)Wert an sich darzustellen. Der Beruf der/s Diversity-Managerin/s fordert deutlich mehr.
4 dynamics that influence the D&I landscape – not only for the best
D&I has grown to become commonplace in the Corporate world. Meanwhile, digital tools, social networks and globalisation have shaped the informational context. What does it mean that everybody has access to data, good practices and professional networks?
Scaling D&I to reach the mainstream
A new series of articles reframes D&I to shift the focus from special interest groups to large audiences. It was often proclaimed that ‚everyone‘ should be part of D&I and that it is an embedded business topic. Here are three related deep dives.
Andersartigkeit: In Grenzen akzeptabel
Diversity Management bildet jenseits von Vorzeigeprogrammen eine echte Gestaltungsaufgabe. Statt Sozialromantik beschreibt Lena Schindler im BlogMagazin OhhhMhhh, passend zu dessen Profil, die echte Geschichte von Vielfalt, die auch zum Umdenken motiviert.
Bringing together local and international D&I
Research, reflections and Romanian practices. The latest comprehensive D&I publication in Europe combines critical contributions with inspiring initiatives.
Moving from Initiatives to Impact
Pledges & partnerships, campaigns & charters: Publicly visible D&I initiatives have soared across countries and industries. Despite the substantial resources that are invested in these formats, evidence suggests that workplace and business realities continue to include racism, sexism, ageism, or homophobia—contrary to what the initiatives aim to convey.
Will D&I benefit from covid-19 – or suffer?
Solidarity everywhere and an incredible boost of flexible working. Many believe that covid-19 causes the long-awaited transformation at work and that key people will feel differently about individual work arrangements in the future. This may be wishful thinking…
Gender Relationships in Competition: It’s (really) complicated
Women are simply not as competitive as men – that’s one of the beliefs that are as wide-spread as over-simplified, and not even proven. Contextualised insight, however, provides learning for D&I and HR.
Zuwanderer sollen sich assimilieren
Eine erneute Auswertung von Eurobarometer-Daten durch die OECD zeigt eine Erwartungshaltung der europäischen Öffentlichkeit, dass sich Zuwanderer an ihre zukünftigen Heimatländer anpassen sollten. Dieses Verständnis von „Integration“ birgt Konsequenzen für D&I, wie dieser Beitrag zeigt.
Der schmale Grat zwischen Rollenmodell und Alibivorbild
Die ehemalige britische First Lady, Cherie Blair, sagte im Fernsehen, dass Vorbilder “wichtig” seien und dass es “keine Rolle” spiele, ob eine Frau den nächsten Labour-Vorsitz übernehme – denn Alibivorbilder seien “etwas sehr negatives”. Erfahren Sie, wie das Dilemma gelöst werden kann…
Resilient D&I: How to realign our work
As D&I experts, we have always advocated change, based on a thorough look at hidden dynamics and taking into account changing contexts. While we see many signs of good progress and real success, a number of worrying and even threating elements tell us to rethink,realign and revise our work.
Von Karneval und anderen, z. B. jüdischen Feiertagen
Es ist kein gesetzlicher, wohl aber ein faktischer Feiertag: der Karneval. Schwer vorstellbar, auf dieses Datum ein bundesweit einheitliches Staatsexamen zu terminieren. Warum dann auf einen hohen jüdischen Feiertag? Wie jüdische Karnevalisten Teil der Antwort werden.
Ab jetzt geht es um Wirkung: Der neue D&I Ansatz
Je länger man im Bereich D&I arbeitet, desto schwieriger wird es, innovativ zu sein. Denn mitunter scheint es, als hätte man bereits alle Aspekte bearbeitet. Auch wir benötigten wir mehr als 3 Jahre, um unseren D&I-Ansatz komplett zu überarbeiten. Das Ergebnis bietet Ihnen innovative, internationale und evidenz-basiertes D&I.