D&I is good for you and your team

Each individual brings valuable specifics to the workplace and to the team. That goes for you, too. Therefore, you are both target and stakeholder of D&I, and you benefit twice.

Recognise your individual strengths, promote your personal potential and accommodate your special needs. This is what our understanding of D&I implies.

D&I is for everyone, and especially for you

Many people feel highly individual and think at the same time that most others share many of their ideas. For long time, however, diversity efforts focused on group- and difference-based issues in a siloed way.

Over time, diversity has developed from equality (at work, as customers, as citizens) to a paradigm that aims for equally fair treatment for all.

“When taken beyond equality and quota, Diversity will also promote majority talent – and minorities won’t have to justify themselves anymore.” Michael Stuber

D&I implies objective meritocracy

As an employee, only your performance and potential determine your remuneration and professional development; not your age, gender, marital status or cultural background. Nevertheless, no colour blindness should be created, for you should not leave your personality at the entrance, like a jacket. In this way, your personal situation is taken into account by diversity wherever possible.

D&I allows you to actively shape your workplace

Diversity only leads to success when all stakeholders value the individuality of everyone else. Diversity offers an environment in which differences are actively used as a success factor. Diversity develops an open-minded working environment in which you can unfold your full productivity.

In addition to respectful collaboration, flexible working and careers, work life navigation and a positive approach of change characterise a D&I culture.

As a customer you also benefit from D&I

As a customer you will be considered in a differentiated way. You will not be courted as a standard consumer and fobbed off with standard products. Your special needs count and you will be advised and looked after as an individual. Your personal wishes are taken into account through diversity, and you do not have to worry about how to squeeze your very own personality into the standardised product range of a provider.

Related topics

We found the Inclusive Leadership Journey a valuable experience (as) it made us recognize we all have biases, and allowed us to reflect on this truth. Then, the Leadership Journey process gave us a format to create an actionable plan (as) we accept there is no quick fix when it comes to organizational culture change. (We came) to consensus on a path forward to create a diverse, inclusive, and equitable workplace (and) an 'action journey' where real progress is being made.

Global D&I Congress | Nina Woodard, Conference Chair, 03/20217

I had the privilege of working with Michael as a part of the World HRD Congress 25th Anniversary Diversity and Inclusion program. Michael prepared a special kick off program for the event that was very inspirational and helped us start the day on the right note. His fact based insights are very impactful and an asset to any diversity and inclusion program by insuring that the bottom line impacts are visible and real. He is very dedicated to meeting the needs of the conference or program and to being able to customize and still beautifully maintain the integrity of his work.

Evonik | Dr. Katrin Schmallenbach, VP HR, 10/2019

European Diversity supported Evonik in three strategic gender projects. Michael Stuber's expertise, his experienced and critical perspective on the specifics of our company and his in-depth understanding of the relevant issues had a major impact on our work. This applied both to cultural, process and strategic analyses as well as the resulting approaches and recommendations. Our joint work is characterised by an equally forthright and trustful dialogue, which leads to constructive reflections and valuable progress.

SBB | Judith Renevey, Head of D&I, 02/2019

In the summer of 2018, SBB successfully introduced "D&I for management teams", a new format reflecting a holistic D&I approach. The co-conception with UngleichBesser has proven very successful. Using a train-the-trainer approach with detailed qualification of the facilitators, the offer consists of a learning process, tying D&I to business priorities in each field and focusing on the specific D&I contribution to achieving their objectives.

Volkswagen AutoUni | Andrea Troxler Fueter, Module Managing Diversity, 11/2004

European Diversity Research & Consulting proves to be an exceedingly competent concept partner through the creation and execution of the blended-learning-program of ,Managing Diversity'. With their essential combination of knowledge and experience, working with them was extremely constructive, professional and enriching.

Commerzbank | Barbara David, Head of Diversity, 2016

European Diversity Consulting accompany us with comprehensive Diversity knowledge in different Diversity questions since a couple of years. The personal consulting support us by the continuous advancement of our work.

Bayer HealthCare | Corinna Dawkins, Vice President HR, 2011

On the search for competent partners to help with your D&I initiatives in Europe you can't overlook European Diversity - Research & Consulting.

Vodafone | Elke Kopp, Diversity Manager, 03/2011

Due to the professional support of Michael Stuber our 'Gender-Diversity-Day' was a great success.

Bayer Animal Health | Dr. Afssaneh Rahbar, Diversity Manager, 12/2011

European Diversity Research & Consulting provided efficient and creative support in designing our Women Initiative kick-off day with almost 200 women at Bayer Animal Health and Crop Science in Monheim. Their experience in this field and Michael Stuber's excellent English communication skills helped to engage global participants and top managers in a lively discussion which resulted in valuable insights. They also were a big support in analysing the workshop’s outcomes and in paving the path for further actions.

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