Common DEI Tools are harmful, new research says
DiversityMine
by Michael Stuber
1w ago
A current study suggests, that the most wide-spread DEI programmes are actually counterproductive (!) to making progress. What does this mean for us, here and now? Polarisation and fragmentation have already produced backlash. Now, latest research puts doubts on the impact of the most common DEI tools. In the light of negative drivers from all sides, we must start to think about the rescue of DEI. ENGINEERING D&I provides robust analyses of the news and offers strategic, impactful solutions for you to move on with an improved approach. The Rescue of D&I Trilogy Summer 2024, part 1 Th ..read more
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Variety or focus – how to market DEI?
DiversityMine
by Michael Stuber
1M ago
Celebrating differences is common if not paramount on DiversityDay. However, when many different (interest) groups campaign separately, what is the common message? And who will receive it positively as an inspiration for change? Hundreds of initiatives, many with their individual claims and each with their distinct demand, message or theme: In 2024 various diversity days during #EUDiversityMonth are telling a broader and more colourful story than ever before. While DEI practitioners may well get enthusiastic about such festive celebrations we should also ask: Which image or perception do many ..read more
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[ Leadership & Diversity ]
DiversityMine
by Michael Stuber
1M ago
Leadership keeps being referred to as THE key to progress in DE&I. Yet, everybody appears to be focusing on something different – which does not help to create impact. At a large key-note event hosted by the Lëtzebuerg Diversity charter, Michael Stuber, the D&I Engineer, unpacked the topic. What’s the DE&I ‘issue’ – for activists or leaders? If you think about historic leaders – often military or revolutionary – or current ones from the corporate or political world, visible differences can easily be a rampant criterion to discuss Diversity & Leadership. And it is. Implicit Into ..read more
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The C-Suite and Diversity: A different story
DiversityMine
by Michael Stuber
7M ago
Role modelling DE&I, driving DE&I from the top down, strategic positioning of DE&I – the expectations people have from C-suite executives are vast. But do we really understand their perspective, their roles and what they (really) need to effectively contribute to DE&I? The CEO Club looked at (their) part of the story. Managers are also employees (just different) Some say that living DE&I was everybody’s responsibility and that relevant values and standards were the same across all levels of an organisation. However, when we talk to people, e.g., on the shopfloor, in central ..read more
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When Activism Shakes Up the Corporate Sphere
DiversityMine
by Michael Stuber
1y ago
Diversity has activist roots and at the same time, it was created as a positive, constructive addition to social and political equality movements. SustainabilityMag#15 explains how to manage the dynamics created by #metoo or BlackLivesMatter. Looking at the General Shareholder Meetings of BP or Engie tells us: Polarisation is not a special interest discussion in D&I but a central issue of Corporate Governance. How to acknowledge and eventually incorporate new expectations from customers, employees, candidates, shareholders or other stakeholders? And what if these expectations would lead to ..read more
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Same same and no impact? The harm of imported ‘best’ practices
DiversityMine
by Michael Stuber
1y ago
DE&I experts see both a need to consider vast local differences in what to address and how, and a huge attractiveness of global ‘best practices’ followed by an eagerness to import them. But: What to copy and what to tailor – and to which context? The DEI Trilogy ‘Stop polarisation & exclusion’ – part 3: The power of contextualised relevance, e.g. Spain Tailoring DE&I to a local context, e.g., by using local language, addressing local topics or showcasing local examples seems to serve an obvious purpose: Making DE&I relevant, relatable and applicable for people on the ground ..read more
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How to turn white males into everyday allies
DiversityMine
by Michael Stuber
1y ago
When people talk about bias & barriers or privilege & power, older white males seem to be the implicit object of description. Increased activism (and polarisation) intensifies the blame & shame on this group. At the same time, they are asked – or urged – to become active allies and empathetic mentors. Can we have it all? The DEI Trilogy ‘Stop polarisation & exclusion’ – part 2: The Pale Male – desirable ally or source of all evil? Who serves as inspiration for DE&I? Voices that were not heard before, stories that were not told and barriers that were not visible in the pas ..read more
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‘Diversity of Opinion’ Shows the Limits of Diversity
DiversityMine
by Michael Stuber
1y ago
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 remained unnoticed for quite a while. DE&I 2023 Trilogy (part 1) Which dimensions do you include in your Diversity definition? Which topics are actively addressed and which ones are just (passively) mentioned? These are common questions to kick-st ..read more
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Vielfalt – und Unternehmenswerte – als Normalität zeigen
DiversityMine
by Michael Stuber
1y ago
Schwarze Models, schwulesbische Flaggen, sprachlich gegendert: Die Werbung ist bunt geworden. Gefühlt über Nacht, überall und für manche übertrieben. Die Art und Weise wie Unternehmen Vielfalt sichtbar machen erhitzt die Gemüter auf teils unerwartete Weise und auf allen Seiten. Anscheinend geht es hier um deutlich mehr als Geschmacksfragen – das besprechen auch aktuelle Medienberichte. Unzählige Unternehmen schlagen – scheinbar einmütig – eine neue Richtung ein und ernten damit von (fast) allen Seiten mitunter heftige Kritik. Dieses Phänomen muss überraschen und als Indiz für tiefere Verwerfun ..read more
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Focused on feedback from followers?
DiversityMine
by Michael Stuber
1y ago
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. For this helps us to contextualise some of our evaluation results. The 20¦21>22>> Trilogy (part 3) If you are the CDO or Head of D&I of an International corporation – or work with them –, which of the following do you say or experience ev ..read more
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