Creating value from differences requires an active and conscious approach that includes open-mindedness to be able to acknowledge and value diversity, and also an inclusive behaviour to integrate and leverage different perspectives, skills or approaches. Most companies have hence developed multi-layered frameworks for Diversity and Inclusion, encompassing different sets of elements the combination of which […]
The latest survey by Forbes Insight “Global Diversity and Inclusion – Fostering Innovation through a Diverse Workforce” proved once more, that Diversity is a key driver of innovation and crucial for global success. 85 percent of the about 320 surveyed executives from the Americas, Asia-Pacific and EMEA agreed that a diverse and inclusive workforce is […]
After a long history of programs promoting diversity in the US, President Obama recently issued an executive order to increase workforce diversity in th Public Sector, thus sending another strong message about his commitment to Diversity. Government agencies are now required to develop plans for reaching specific goals aligned to the executive order. Although not […]
The improvement of equality between men and women has become a top priority for many governments around the world. To assess the situation of women in terms of discrimination in Portugal, the Portuguese Platform for Women’s Rights prepared a shadow report for the 42nd Convention on the Elimination of all Forms of Discrimination against Women […]
The ongoing and increasing war for top talents serves as one of the main impetuses for pro-active D&I programmes. While targeted campaigns for women have become common, more comprehensive approaches are yet to be developed.
Whenever a company starts to take its D&I activities outside its ‘home’ country, a number of new complexities are added to the already existing challenges. The recurring key question in that situation is: How much standards can the global corporate heaquarter set for international units, and how much freedom in adapting or tailoring should it […]
It is still a widespread assumption in some cultures – and quite a few companies – that a person’s sexual orientation does not matter at work and therefore shouldn’t be actively adressed by diversity programmes. Experts, however, know that this resistance typically refers only to non-straight identities as heterosexuality is being made visible and audible […]
Stereotypes and role models typically begin to be forged starting with early childhood. In their fight against gender stereotypes and traditional roles of men and women, the Sodermalm district of Stockholm has recently taken quite a radical new step: to foster the equality between the sexes, it funded the Egalia pre-school for children up to […]
Auf einem Spitzentreffen der DAX 30 Konzerne mit den BundesministerInnen Kristina Schröder, Ursula von der Leyen, Sabine Leutheusser-Schnarrenberger und Philipp Rösler stellten die deutschen Top-Unternehmen ihre Ziele zur Erhöhung des Frauenanteils im Management vor. Erwartungsgemäß fielen die selbst gesteckten Ambitionen sehr unterschiedlich aus. Die Presse interessierte sich für die klaren Aussagen kaum.
Menschen mit Migrationshintergrund sind integrationsunwillig und leben vor allem auf Kosten des Staates. Dieses oder ein ähnliches Bild könnte man nach der vergangenen Integrationsdebatte durchaus bekommen, denn leider beschränkte sich die Berichterstattung in den Medium vorwiegend auf Beispiele nicht gelungener Integration.
