D&I as a sound investment: measurable value-add

Improved productivity, more innovation or greater market success – the advantages of consciously designed diversity management can be measured. However, this requires more than simplistic surveys.

Scientists have been interested in the effects of diversity and inclusion for 30 years. Above all, the performance and success of mixed teams have attracted the attention of researchers for a long time. Studies of different disciplines found ever-clearer insights into the factors that lead to diversity becoming an advantage in organisations. From individual productivity and team performance to agility and customer proximity – the measurable added values of pro-active diversity management have been proven a hundredfold until today.

Since 2006: Growing clarity through more than 250 studies

The desire for reliable proof of the positive effects of D&I is probably as old as the concept itself. In line with our conviction for research-based, international and innovative approaches, we launched the first comprehensive meta-study of its kind back in 2006. To this end, we looked – worldwide – for robust studies that examined the effects of diversity or inclusion. As expected, the studies covered various topics (motivation, teamwork, customer proximity) but also raised new questions: namely, which of the findings were reliable.

Identify reliable results from a large number of studies

The significance of diversity studies depends – as with any research – strongly on the chosen method. The spectrum ranges from non-valid surveys and reproducible laboratory experiments to analyses of big data with statistically verifiable results. Already for the first Business Case Report (BCR, 2006) we applied a quality check and included only those studies in the report that provided reliable results. This method resulted in a unique series of reports:

2006 BCR: 62 studies
2009 IBCR: 90 studies
2012 IBCR XL: 135 studies
2014 IBCR 3: 195 studies
2016 IBCR 3.1: 205 studies
2018 IBCR 4: 255 studies

Many of the studies focused on internal D&I benefits (organisational effectiveness, individual productivity and team success). The most frequent individual topics are gender or ethnicity, while the largest group of studies cover several dimensions. The studies come from over 30 countries or regions.

A success story that pays off for you

Reliable insights into achievable added values form an essential basis for your company’s D&I planning. IBCR offers an ideal compendium of robust studies proving the benefits of diversity well-managed. Each study is summarised on one page. The report is an indispensable desktop-reference and planning aid for D&I practitioners. ENGINEERING D&I.

323 pages
255 studies
Delivered by email in PDF-format

Ordering Information

Organisations can order their internal copy of IBCR at the following prices (excluding VAT, if applicable).

780 EUR (Clients from the EuroZone) ¦ 970 CHF (all other countries)
Credit card payments can be made through your PayPal account (handling fee applies).
Orders by e-mail office@european-diversity.com

You can upgrade your copy of BCR, IBCR, IBCR 2012-XL, IBCR 3.0 (2014) or IBCR 3.1 (2016).

Related topics

The foundation for the implementation of Diversity at Deutsche Telekom group is our group Diversity strategy and its key element, the group Diversity policy. European Diversity Consulting has been supporting us in a very professional way, always focusing on our specific business context when developing various building blocks of our strategy.

HP | Eva Faenger, Diversity Manager HP Germany, 06/2010

Michael Stuber is often referred to as the “Diversity Guru”. I definitely agree with regard to his profound diversity expertise and knowledge, huge network and ample experiences in implementing diversity concepts in global companies. He is very pragmatic, focused and straight-forward in his consulting. His concept of the Propelling Potential Principle is very effective as it combines a clear sense of what is needed to make progress and to create change.

Schweizerische Post | Thomas Meier, Head of Organisation Development, 03/2011

Swiss Post faced an organizational development process by realigning the Diversity Management approach. The main task was to evolve our hitherto pursued focuses on Gender and Communication into an integrated and holistic concept. Who could support us effectively with the necessary know-how but also with an instinct to win people? Michael Stuber makes the difference. With his background, his foresight and his empathy, we managed to position Diversity Management as a business relevant topic.

Bayer HealthCare Pharma | Dr. Ilona Muráti-Laebe, Diversity & Inclusion Advisor, 2013

Michael Stuber advises us on the implementation of various measures to promote diversity and inclusion. Based on his proven technical expertise and his broad experience he knows how to develop individual, business-related and implementation-oriented concepts and solutions. His extremely pragmatic, customer-oriented consulting supports us a lot in the anchoring of D&I in the company.

Infineon Austria | Dr. Monika Kircher, CEO, 03/2014

With their competence and experience, European Diversity has significantly contributed to the successful development of Infineon's Gender Diversity Network. In three workshops with the entire network and through intense collaboration with HR, we succeeded in clarifying roles, design strategies and define actions. Michael Stuber's external perspective and his ability to capture and address company specifics were major assets in the constructive development of solutions. His refreshing, to the point humour is a welcome added-value.

Jansen Supply Chain (Johnson & Johnson) | Claudio Cescato, General Manager, 05/2016

Michael Stuber's D&I work starts from how D&I can contribute to the value-creation of a company. Consequently his approach is both systematic and holistic, reaching across all layers of an organisation. In this process, he recognises and acknowledges the specifics of a company in an excellent way. We have, for example, deployed dialogue sessions with a large part of our shop floor employees and their supervisors in order to promote a basic understanding of D&I and its importance. The results fed into specific workshops with management teams. This comprehensive approach contributed greatly to a deeper, shared understanding of D&I and serves as a base for our ongoing efforts, which ultimately aim at embedding the topic further in our corporate culture.

SBB | Regula Rütti, Head of Diversity & Inclusion, 12/2017

Michael Stuber impressed me and my team not only with his expertise and abundant experience, he also quickly understands an organisation, its resources and pending challenges in a way that supports progress. He is a brilliant analyser with a holistic approach, an adaptive implementer and - when needed - an ambitious challenger. He detects contexts and causes, clarifies expectation, pinpoints objectives, makes his point clear, challenges, encourages reflection and opens up spaces to think and act. European Diversity is a go-to vendor when you and your company want to move the needle on D&I.

HSBC | Virma Sokmen, Head of CMB HSBC Turkey, 12/2012

At HSBC, D&I is a business-lead initiative and as a pan-European committee of managers we were glad to have European Diversity's external perspective and input. Michael Stuber's business acumen and his striving for individual solutions helped to advance the regional D&I agenda taking into account business and country needs. We look forward to continue our collaboration in the future.

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