Yes, the first Unconscious Bias Training is exciting and a very important step for you and your team. After all, it is often the first milestone on a company’s Diversity & Inclusion journey. Dn order for the training to be effective, however, there are a few things you should consider beforehand. Because there is…
Unconscious bias and inclusion often contradict each other. They act like magnetic poles that repel each other. Why? Because people unconsciously look for similarity. Those who are similar – be it in age, origin or interests – feel familiar and like they belong. But it is precisely this pattern that prevents diversity. This is where…
Recently, a phrase in a job advertisement caught my eye. In the last paragraph, they emphasized that they were very interested in applications from diverse candidates. That stuck with me. Because: What is a diverse candidate anyway? Does this imply that there are non-diverse applicants and, if so, what do they actually look like –…
Diversity & Inclusion only works if your company develops measures in all areas of the company, tests them, implements them, rejects them or finds them to be good, and then starts all over again. In short: it’s a process and it’s also quite extensive. So my tip is quite simple: start with yourself first. I’ll…
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…
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…
