Is D&I more relevant for Global players or an inherent element of the evolution of the business landscape? Resolving this question requires the integration of two perspectives: The long-term development of D&I as well as inter-national comparisons.
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.
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.
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?
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.
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.
Research, reflections and Romanian practices. The latest comprehensive D&I publication in Europe combines critical contributions with inspiring initiatives.
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.
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…
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.
