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.
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.
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.
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?
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.
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.
Eine ganz einfache Begründung für D&I ist, dass es den Erfolg steigert und zudem Teil unternehmerischer Verantwortung darstellt. Diese Kombination scheint verschiedene Zielgruppen abzudecken. Heftiger Gegenwind zeigt jedoch, dass die Positionierung von D&I nicht reibungslos funktioniert.
