Lufthansa Group’s Post

Together for more diversity and tolerance. 🌈   We are delighted to sign the Diversity Charter and to set an example for diversity and tolerance in the workplace.   A total of 30 nationalities, almost 50:50 proportion of women and men between the ages of 20 and 60+ work at Miles & More GmbH. 🌎 A fact that we are very proud of.   Regardless of age, ethnic origin, gender, physical ability, religion, sexual orientation or social background, we promote a culture of appreciation and equality for all employees. The initiative of Charta der Vielfalt e.V., under the patronage of German Chancellor Olaf Scholz, promotes diversity and inclusion in companies. It is our way of committing ourselves to a respectful and equal working environment. 🤝   We firmly believe that diversity enriches and drives innovation and business success, and we will continue to make improvements. You are interested in a career at Miles & More GmbH? Please check out https://lnkd.in/ez59kVY2. #milesandmore #chartadervielfalt #diversity

🔊 New McKinsey & Company study on cultural diversity and fair participation in companies! Key takeaways: 👉 The study assumes that the German economy can benefit from an additional value added of more than 100 billion EUR, by activating people with a migration background for the labour market more strongly than before. 👉 Significantly more frequent experiences of discrimination: Employees with a migration background perceive themselves disproportionately often as targets of discrimination. According to the survey, they experience discrimination at work 50 per cent more often than people without a migration background. 👉 64% of diverse talents who experience discrimination say they have thought about leaving their job in the past year. 💡 In order to increase cultural diversity and fair participation, the study describes numerous measures that companies could implement.

Our founder Danielle Jiskoot 🏳️🌈 wrote an article on the meaning of diversity and inclusion for HRcommunity. Curious to learn more about the basics of D&I and what it actually entails? Make sure to click on the article below and dive in 🏊🏼♂️ We'll be back regularly with an article on HR Community to delve into diversity and inclusion topics. Stay tuned for more! #HRcommunity #houseofinclusion

I am happy to share a very interesting report by Desiree Jonek-Lustyk and Rebecca Wiederstein from Commonground titled "Breaking Barriers" which focuses on Diversity and Inclusion. Discussing this topic is crucial to better understand where companies fall short and how diversity and inclusion can become absolute game changers for teams and organizations. I am very proud that LEAN-CODERS participated in this project. Key insights from the report include: ➡ Current Status: Only 18% of surveyed companies have pursued a DEI strategy in recent years. However, 37% now plan to do so, and 48% intend to offer specific training for employees and managers. ➡ Biggest Challenge: Unconscious Incompetence - The lack of awareness of existing DEI deficits has a massive impact on our daily work. ➡ Economic Impact: The lack of diversity and inclusion costs valuable resources. According to the Economia Institute, low diversity and the underrepresentation of women* in leadership positions cost the domestic economy over 2.5 billion euros in revenue annually, leaving a value creation potential of 674 million euros untapped. I highly recommend reading the full report (in German) to understand the critical insights and steps needed to foster a more inclusive work environment. Download the report here https://lnkd.in/dXC5zKjU

Ever heard about the ‘’Charta der Vielfalt’’ This is a corporate initiative to promote diversity in companies and institutions. The initiative aims to promote values like: Recognition Appreciation and Integration of diversity in Germany’s business culture. The diversity of society, influenced by globalization and societal changes, shapes the world of work not only in Germany but everywhere. That’s why the only way to succeed is by acknowledging, promoting and leveraging diversity. The aim is to create a work environment free of biases where all employees are valued equally – regardless of age, ethnic origin, nationality, gender, religion, worldview, physical and mental ability, sexual orientation, and social background. Promoting diversity is an important aspect every company should embrace not only for equality and respect which are logical principles. The diversity of your employees with their different competencies and talents opens opportunities for innovative and creative solutions. What do you do in your company to embrace diversity?

EDI isn't inclusive... No, not equality, diversity and inclusion - that's great. The acronym itself. I've seen it used multiple times over the last month, and I'm not ashamed to admit that the first time I saw it, I had to Google it. How we can make our workplace more welcoming to people from different backgrounds and with different levels of experience is important. And a key issue is education level. So if the very term we use to describe something is not understood because it's a set of letters not widely used, then we really have a problem. "EDI" stands for Equity, Diversity, and Inclusion. It's a type of jargon, which means it's a word or abbreviation that everyone might not understand. Using specialised words or abbreviations like EDI can actually make communication quicker among people who already understand them. However, for those who aren't familiar with these terms, it can feel excluding and make it harder for them to join in the conversation. The Colorado Virtual Library has pointed out that while it's important for our language to develop to include terms like EDI, not everyone will know what these terms mean right away. Relying too much on jargon can push people away rather than pulling them in, especially if they might have been open to the ideas behind the words if they were explained in a simpler way. This shows a funny contradiction: words meant to encourage inclusion can end up excluding people who aren't familiar with them. It's suggested that talking about these issues in plain English could be a better way to include more people in the conversation, focusing on universal values like respect, dignity, and kindness instead of on technical language. GovLoop agrees, saying that jargon can be a barrier to understanding and can even slow down progress by keeping people from fully engaging with ideas that could help them. In meetings where lots of different subjects are discussed, using jargon can mean some people don't fully grasp what's being talked about, which can impede working together creatively. While jargon can make conversations more efficient among experts, it's important to use it carefully so that everyone can contribute their ideas and feel included. Both sources highlight an important point about communication today, especially when we're trying to be inclusive and work together. The words we choose are very important. By selecting our words carefully and aiming for clarity over complexity, we can make sure our messages are open and inviting to as many people as possible. This not only creates a more welcoming environment, but also opens up more opportunities for innovative ideas and solutions from a wide range of viewpoints.

If you are looking to take your Diversity & Inclusiveness efforts to the next level and truly integrate this into your organisation culture, check out inclusiverse.se

📢 HR managers, companies, sectors or organisations looking to start or accelerate their #diversityandinclusion policy: this event is for you! 📌 On Tue May 23rd PM, VBO FEB asks experts from members Ghent University & DiversiCom asbl / vzw, among others, to help you get started: - What are the short- and medium-term benefits? - What (mandatory) criteria do you have to meet? - How do you start a diversity and inclusion policy? - What is possible, what is not? The experts clearly list the answers. And give you a series of hands-on tips and tricks. You will also get to work yourself. Regardless of how far advanced your company or organisation is (or is not), the small-group workshops will be an instructive experience brimming with practical information you can put to work the very next day. 👉 More info & subscriptions NL: https://lnkd.in/eu_xABFs FR: https://lnkd.in/e5CeanRw Monica De Jonghe | Claire Godding | Delia Mensitieri | Marie-Laure Jonet | Uwi Van Hauwermeiren | Stacey Ohiwerei | ... #workandinclusion #diversity #inclusion #DEI #WeMakeTheShift

Diversity Day. Yes. Apparently, yesterday was "Diversity Day" in Germany ... whatever that is supposed to mean. People were posting rainbow cakes, photos of a happy group of people with different skin tones, smart-a*se panels of wonderful people talking ABOUT others, ABOUT a theme they had no idea whatsoever about ... and other items to celebrate themselves. All hippi-häppi-happi superficial meaningless click-bait stuff, without substance. Nothing new here. So here's the thing ... Diversity in society, in organisations is about us ... you and me. It's about people ... among all life. Diversity ... the existence of Difference. #ItReallyIsThisSimple. It really is time to stop talking ABOUT people ... especially those we don't know. It really is time to start doing things, living life WITH one another. We live with one another. We work with one another. What if we start start Dancing WITH one another? ... physically and in conversation. This is the cultureQs Approach, that I have been using ... successfully ... with groups since long before I had the idea for cultureQs. It's highly effective, it's highly enjoyable, it enables people to meet one another as human2human. It's all about cultivating quality relationships WITH one another. You can do this too. Anyone can. Contact me to find out how. #Diversity #Inclusion #culture #cultureQs #Relationing #DancingWithDiversity