Many companies that want to develop a diversity strategy always set themselves a goal first. This usually means: we would like to see more women, for example in boardrooms, management positions and tech and IT areas. But that’s not enough. Intersectionality is needed. Read here to find out what this is and how it works…
Everyone has them, even if they don’t want to have them: unconscious prejudices. Here are six facts that will help you and your company. 1. everyone, without exception, has unconscious prejudices. Our brain works in a resource-saving way. This means that for the majority of the day, it falls back on previously stored, learned…
It’s about equal opportunities, human rights and economic success: find out what diversity is, what dimensions diversity encompasses, what role unconscious bias plays and what a real diversity strategy needs. Imagine a company is looking for a new manager. The HR department sifts through numerous applications. One applicant reminds the CEO of himself: same university,…
How do you provide data-based proof that diversity, inclusion and equal opportunities are more than just lip service in your organization? This is exactly where the ISO 30415 standard entitled Human Resource Management Diversity and Inclusion comes in. But what and who is behind ISO 30415 for D&I audits? ISO 30415 is the first…
What initially sounds like a small and insignificant misbehaviour by a single person can have major consequences for marginalized people. This is because microaggressions often add up in everyday life. They have a negative impact on individual well-being. To make the work environment more inclusive, we need to take a closer look at microaggressions. …
