Why companies should be interested in good private lives of their employees – for economic reasons

Many employers but also managers and employees seem to think that the company has no part to play in employees’ personal lives. The spheres of ‘work’ and (private) ‘life’ have thus been discussed separately and with regards to their balance, how to navigate or integrate the two. A new research now suggests a much stronger correlation between what used to be seen individual parts. Continue reading

Internationality in Corporate Diversity Management in EMEA

The perception that Diversity Management continues to become more important and thus more prevalent in International companies has not been confirmed through hard data. The first comprehensive analysis of organisational structures for D&I in large multinational firms in Europe shows a steady increase in D&I functions – and the study found some interesting facts around the international scope and set-up of corporate Diversity departments. Continue reading

IBCR 2012-XL: International Business Case Report (upgraded)

Success through Diversity Management: 135 empirical studies (up from 90) on the economic relevance, benefits and value-added from D&I

Diversity and Inclusion has been established as a strategic approach in the U.S., across EMEA, in New Zealand, Australia, Canada and other countries worldwide. But, what in fact can organisations gain from Diversity? Which empirically measurable results are achieved by heterogeneous teams and what effect does Inclusion have on sales? Continue reading

Does a Different View Create Something New?

Researchers found that gender diversity leads to a higher likelihood of introducing innovations at the workplace. Furthermore, a positive relationship between an open culture towards diversity and innovative performance is found. „This provides empirical evidence to the model of the Propelling Potential Principle which links differences, open-mindedness and inclusion to create value added,” Diversity expert Michael Stuber comments. Continue reading

Male leaders are judged more harshly than their female counterparts for their errors

It is a widespread – and disputed – assumption that men and women have different leadership styles, but when it comes to judge leadership behaviour, the traditional paradigm ‘Think Manager – Think Male’ comes to mind. At least until the executive makes a mistake. In that case, male leaders are seen as less competent, effective and desirable to work for than female managers in the same situation, a new study from the Pennsylvania State University has just found. Continue reading

BERICHT BEWEIST WIRTSCHAFTLICHE VORTEILE VON DIVERSITY

135 empirische Studien zeigen Business Case für Diversity
Diversity Management hat einen nachhaltig positiven Effekt auf den wirtschaftlichen Erfolg von Unternehmen, sowohl intern durch erhöhte Produktivität, als auch extern durch verbesserte Außenwirkung und
Marktabdeckung. Dies ist das Ergebnis des International Business Case Report (IBCR), einer neuen Meta-Studie von Ungleich Besser Diversity Consulting. Continue reading

Vielfalt ist gut für’s Geschäft

Diversity-Management hat einen nachhaltig positiven Effekt auf den wirtschaftlichen Erfolg von Unternehmen. Zu diesem Ergebnis kommt der „International Business Case Report“ (IBCR), eine Metastudie des Beratungsunternehmens Ungleich Besser Diversity Consulting. „Deutschlands Diversity Papst“ (WirtschaftsWoche) Michael Stuber, der die Studie initiiert hat, erklärt im Gespräch mit dem personal manager, warum Vielfalt einem Unternehmen nutzt. Continue reading

Vielfalt in der Belegschaft zahlt sich aus

Der Artikel von Marion Kraske, zu lesen auf ZEIT online,  beschäftigt sich nicht nur mit dem steigenden “Trend” Diversity Management, sondern veranschaulicht, wie verschiedene Unternehmen das Thema aufgreifen und mit welchen Schwerpunkten gearbeitet wird. Mit dabei sind u.a. die Commerzbank, Ford und die Metro Group. Der Wirtschaftsfaktor Vielfalt genießt besondere Aufmerksamkeit in diesem Artikel.

Die Online-Version finden Sie hier.

Companies celebrated for their GLBT agenda, but discrimination against gay candidates still exists

Several GLBT rankings in various world regions or countries celebrate new or rotating leaders in their field every year. But do the top lists mean that gay men and lesbians have achieved equal opportunities and that they are considered a valuable part of everyday business reality? A new Harvard study puts some dark clouds next to the rainbow of achievements. Continue reading

What Family or Work means to Men or Women Internationally

Tools to support the navigation of work and private life have become household components in international D&I over the past two decades. Large surveys (e.g. WLPS), however, clearly showed a gap in the utilisation rates by gender, with men consistently showing less interest in work/life-programmes than women. This seems paradoxical as recent studies reveal an increasing amount of stress experienced by men. In addition, Continue reading

Demographischer Wandel noch nicht in den Management–Köpfen angekommen

Erfahrene Kollegen verabschieden sich in den Ruhestand, qualifizierte Fachkräfte werden händeringend gesucht – der  demographische Wandel ist in vollem Gange. Dennoch ist das Bewusstsein für diesen Megatrend offenbar noch nicht in ausreichendem Maße in die Unternehmensleitungen und an die Führungskräfte vorgedrungen, wie eine Untersuchung des Instituts für Beschäftigung und Employability (IBE) im Auftrag der Hays AG nahe legt. Continue reading

CONFUSION: WHICH DIRECTION FOR D&I?

After 15 years of European Diversity models, many wonder what organisations have achieved in D&I and where they are heading. With the significant expansion of the number of diversity programmes, the immense renewed public attention and also with many new stakeholders involved, the dynamics in the field have changed significantly. The multitude of influences and backgrounds has also created a landscape of competing approaches, and a noticeable disagreement on anything from evaluating the status quo to describing the vision where we need to be. The most disputed topics include … Continue reading

Best Progress on Women Directors in France and Spain – Due to Quota Laws?

France and Spain rank best in the latest Corporate Women Directors International study of women directors in Fortune Global 200 companies, the biggest in the world, regarding the progress on female top managers. The new report, presented in November 2011 at the Worldbank, ranks France first for the fastest rate of increase, as it moved from 7.2% board directorships held by women in 2004 to 20.1% in 2011. Continue reading

Poll: Majority of Finns See Finland as Racist Country

An overwhelming majority of Finns say that Finland is at the very least a fairly racist country. Two thirds of the nation feel that there is a large or at least a moderate amount of racism in Finland. In spite of this, only 2% recognise or admit to being very racist, and 12% say that they recognise a moderate amount of racism. The information emerges from a poll commissioned by Helsingin Sanomat and conducted by TNS Gallup. Continue reading