Overcoming prejudice and making better decisions
As head of D&I, I really wanted to help the members of our – predominantly male – senior management activate the potential of their heterogeneous teams. At INLEAD’s leadership trainings they were able to become aware of their unconscious bias and the way it was affecting their decisions. In the group they learned how to reflect on and train the way they deal with heterogeneous teams. More on leadership development
Putting diversity into practice to become employer of choice
As head of HR, I worked to make our organisation more attractive as an employer, especially among younger and female talent. But there are major obstacles to overcome if you want to put diversity into practice. Thanks to INLEAD’s expertise, we’ve got a huge step closer to our goal. More on organisational development
An efficient team thanks to a new
basic attitude
As the head of a business unit I manage a heterogeneous team. After a lot of difficulties and conflicts, I was starting to doubt the benefits of diversity. But thanks to targeted team development measures and individual guidance from INLEAD, collaboration within the unit has got much better. We were able to change people’s basic attitude to such an extent that they’re now able to tackle the challenges together. More on organisational development
The edge on the competition with more women in management
To meet the requirements of our business partners, I as CEO championed the promotion of women within the organisation. Five years after our development programme was introduced, the share of women in senior management still fell way below our aspirations. Thanks to INLEAD’s holistic approach, our efforts are finally bearing fruit.
Sparring partner for diversity & inclusion
Our ambition is to work with you as a partner to achieve results and help you sustainably promote and effectively activate the potential of diversity within your organisation.
Employees who feel valued in their uniqueness and are free to do their work unhindered are intrinsically motivated, loyal and fundamentally satisfied. This satisfaction is reflected in the team: people with different backgrounds work together constructively and develop better-quality solutions. This in turn benefits your organization, your customers, and other stakeholders.
If heterogeneity is to add value, these are your keys to success:
- a dedicated management
- a clear-cut strategy
- closely aligned organization and processes
- first and foremost, leaders who know how to deal with otherness and diversity.
Our great passion is helping people and organizations unfold their full potential, so we’ll be happy to assist you in this process.
Does your D&I management need a nudge to gain momentum?
If you have recognised the potential of diversity in your organisation and want to bring it to full fruition, we can help you clear your path of obstacles.
You want…
- to really activate the potential of D&I to add true economic and social value
- to improve your employer branding by
- attracting professionals and executives – whether they’re women, people with a migrant background, or other talented individuals – to a career in your business
- retaining committed and loyal employees for a long-term career within your organization
- to enable your leadership team to fully activate the performance potential of employees
- to reduce the legal risks of potential discrimination and pay inequality
- to have KPIs at your fingertips to measure performance and use them in transparent corporate communications
- to increase the returns on your existing D&I efforts.
INLEAD takes account of the specific needs and requirements of Swiss business, concentrating on the following dimensions of D&I:
- Diversity of personality, thought and opinions
- Gender diversity
- Generational diversity
- Linguistic and cultural diversity
- New modes of work