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The use – or misuse – of Power in DE&I

Using power is different from showing leadership in DE&I and both are key to successfully driving change. Traction, however, can also be reduced – or limited – depending on how power is used. This often happens unintentionally or when a leader is not aware of the side-effects of their ‘powerful’ decisions. DE&I 2023 Trilogy (part […]

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Is DEI Activism helping or hindering Corporate Diversity progress?

Standing up for your case has a long tradition in Diversity. Today, media amplify various forms of activism and DE&I is increasingly perceived as a personalised or political form of engagement – rather than a future-oriented way of supporting organisational priorities. Read about unwanted side-effects of this. DE&I 2023 Trilogy (part 2) The roots of […]

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‘Diversity of Opinion’ Shows the Limits of Diversity

Should the definition of Diversity include people that explicitly reject some aspects of DE&I? Or should Inclusion demand reciprocity from everyone who requests to be valued and heard? Or do both Diversity and Inclusion have to be all-encompassing? What may sound like a no-brainer turns out to unfold as a deep ideological divide, which has […]

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Vielfalt – und Unternehmenswerte – als NormalitĂ€t zeigen

Schwarze Models, schwulesbische Flaggen, sprachlich gegendert: Die Werbung ist bunt geworden. GefĂŒhlt ĂŒber Nacht, ĂŒberall und fĂŒr manche ĂŒbertrieben. Die Art und Weise wie Unternehmen Vielfalt sichtbar machen erhitzt die GemĂŒter auf teils unerwartete Weise und auf allen Seiten. Anscheinend geht es hier um deutlich mehr als Geschmacksfragen – das besprechen auch aktuelle Medienberichte.

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Focused on feedback from followers?

Are numerous likes from followers indicative of valuable, inspiring content? Do many participants illustrate the impact of a D&I initiative? Is positive feedback at a DEI meeting confirming your DEI strategy design? As a critical D&I engineer, I see a need to look at different DEI target groups and related objectives in the first place. […]

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