Consistently framing Diversity & Inclusion in our business context has enabled us at RATIONAL to adopt a broad, holistic approach to the topic. This is creating a new kind of awareness and pronounced openness across all levels to actively engage in further cultural change. Michael Stuber facilitates this process with his critical view, strategic vision and with a convenient style all of which helps us to progress significantly. It is also a real pleasure working with him.
Culture & Leadership: Keys to D&I Success
HR processes, KPIs and target group programmes are solid elements of DE&I—but without a conscious development of the culture, progress is unlikely. The time when initiatives alone could generate change is over. Today, success depends on how well leadership and organisational culture (and leadership culture in particular) embrace diverse approaches to leverage talent and maximise performance.
“Corporate cultures are as persistent as they are sensitive: they don’t change on command.” Michael Stuber
Many organisations don’t lack motivation—they struggle with unwritten rules and implicit norms that subtly block change. Identifying these barriers is the first step toward a future-focused transformation of culture and leadership, and a prerequisite for tangible DE&I success.
Conscious Inclusion Through Leadership Quality
Diversity unfolds its positive impact through leadership quality. It manifests itself in individual engagement, team effectiveness and meritocratic HR processes. When differences are consciously acknowledged and actively considered, measurable value is added—for everyone. Inclusion goes beyond participation; it means excellence in collaboration and leadership.
ENGINEERING D&I.
Related topics
Further Reading
Gender in culture and leadership
The use or misuse of power in DEI
Culture & Leadership as a key to Work/Life-Balance
The Business Case for Culture & Leadership
Long version of this website DE&I Culture & Leadership