Danny Sanders’ Post

DRAKOPOULOS reaffirmed its strong commitment to promoting D&I initiatives by once again participating in the 6th Diversity in Business Conference 2024, organised by Diversity Charter Greece, held in Athens, on October 10. This year’s conference aimed to highlight the best applied practices for fostering healthy #inclusion in the business environment, address the challenges present in the Greek reality and creatively examine the pillars of diversity that are prioritized on both the European and Greek agendas. We firmly believe that businesses should generate and deliver social value alongside financial success by actively implementing inclusion policies that enhance #equality, #diversity and #visibility in the workplace, and by working hard to create an environment where everyone feels empowered to bring their authentic selves to work.

𝗪𝗵𝗲𝗻 𝗮 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 & 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗜𝘀𝗻'𝘁 𝗧𝗿𝘂𝗹𝘆 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗮𝗻𝗱 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 In many global organizations, Diversity, Equity, and Inclusion (DEI) strategies often originate from the headquarters' location. While well-intentioned, these strategies may not always translate effectively across different regions. Take US-based multinationals, for example. In the US, DEI efforts typically focus on ethnic groups such as Asian Americans and Pacific Islanders, Hispanics / Latinos / Latinas, African Americans and Blacks, and Native American and Alaska Natives. These categories are pivotal for addressing the unique historical and social challenges within the United States. For instance, Executive Orders like 13985 and the recent DEIA initiatives emphasize promoting equity for these specific groups, ensuring fair treatment and opportunities across federal policies and programs. However, when these companies operate in Europe, the DEI dynamic shifts significantly. The local diversity landscape in Europe encompasses groups such as the Basque, Catalan, and Irish in Northern Ireland, the Romani people across various countries, and ethnic minorities like Hungarians in their neighboring countries and other groups as well. Additionally, first-generation immigrants represent a critical aspect of European diversity. Under the US ethnic group classification, all European diversity tends to be lumped into the 'Caucasian/White' category, which fails to recognize the rich and varied tapestry of European identities. This one-size-fits-all approach can inadvertently exclude and undermine local minority groups, rendering the DEI strategy less effective and authentic. Without even collecting data at a sufficient granularity to reflect on the local landscape, these organizations will not be able to move their DEI efforts forward. Having a DEI strategy that seems to be limited to adhere to the mandatory legal guidlines of the company's country of HQ can also seem to lack a genuinte quality. Is the company really interested in DEI or are they just doing this because they have to? For DEI strategies to be truly diverse and inclusive, they must be adapted to reflect and respect the local cultural and social contexts. Understanding and valuing local diversity not only fosters a more inclusive environment but also strengthens the global coherence and impact of DEI initiatives. Adapting DEI practices to recognize local identities and experiences significantly enhances the inclusivity and effectiveness of their strategies. Let's strive for DEI strategies that are truly Diverse & Inclusive and genuinely encompass the global spectrum of diversity! #Diversity #Inclusion #DEI #GlobalStrategy #CulturalAwareness #InclusiveWorkplace

🌟 Exciting news from the Australian Public Service Commission (APSC)! 🌟 Today marks a pivotal moment in our journey towards fostering inclusivity and embracing diversity with the launch of the 'Australian Public Service Culturally and Linguistically Diverse Employment and Action Plan. The APS CALD Employment and Action Plan calls out five headline actions: 🔸 1) Whole of APS standards 🔸 2) Cultural understanding 🔸 3) Leadership and management 🔸 4) Recruitment and progression 🔸 5) Representation, including the introduction of a reportable benchmark of 𝟮𝟰% 𝗳𝗼𝗿 𝗖𝗔𝗟𝗗 𝗿𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 in the Senior Executive Service (#SES). Acknowledging Nu Nu Win, Robert Breunig and David Hansell from the ANU Crawford School of Public Policy whose research and recommendations in their working paper ‘Modelling Australian Public Service careers’ amplified and highlighted the need for better representation. Full working paper here - https://lnkd.in/dhnp5JjU This is a significant milestone for the APS, and as we celebrate the launch of the 'APS Culturally and Linguistically Diverse Employment and Action Plan,' we must recognise the importance of intersectionality in our efforts. This isn't just about meeting quotas, targets or ticking boxes - it's about recognising the unique challenges faced by individuals who navigate multiple dimensions of diversity. Intersectionality is not merely a buzzword - it's a guiding principle that reminds us to consider the multifaceted layers of privilege and disadvantage that shape each individual's journey. Additionally, allyship is crucial to DE&I because it fosters solidarity, amplifies marginalised voices, and drives meaningful change by recognising and addressing the interconnected systems of oppression and discrimination that impact various identities and experiences. Allyship isn't passive - it's a verb. It's about actively amplifying marginalised voices, challenging the status quo, and dismantling systemic barriers that hinder progress. By embedding intersectionality into our processes, systems, and culture, we pave the way for true inclusivity and belonging to flourish. This week, I will be speaking at the Public Service Women of Colour Leadership & Allyship Summit about the importance of allyship and organisational culture in ensuring meaningful change (like the APSC CALD targets) is sustained. These targets and action plans aren't just ambitious ideals they're tangible steps towards a more equitable future. Read the APSC CALD strategy and action plan here - https://lnkd.in/gAxi_Ysz #DiversityEquityInclusion #DEI #Representation #DiversityTargets #PublicPolicy #OrganisationalCulture #Leadership #Governance

📢 A new guide from Science Europe presents what diversity means to research organizations today, explains Lidia Borrell-Damian, the secretary general of Science Europe.   This publication highlights the importance of diverse research environments to produce higher-quality and more impactful research and delivers insightful remarks on many elements of diversity, such as:   ✅ Gender equality: balanced representation of men and women, ✅ Seniority level: balanced representation of seniors' and juniors' positions ✅ Diversity of cultural background, ethnicity, race, socioeconomic status, language, religion, sexual orientation, and geographical area ✅ A wider range of research fields, activities, and ideas.   🆓 https://lnkd.in/dCjjrEBx #science #research #diversity

Today is World Day for Cultural Diversity for Dialogue and Development, a United Nations-sanctioned observance day to celebrate and promote diversity and intercultural dialogue. Cultural diversity is an essential part of human society, and it is important that we work to promote understanding and respect for different cultures. When we engage in dialogue and learn from each other, we can break down barriers and build a more inclusive world. Remember, our differences should be celebrated, not feared. #CulturalDiversity #Inclusion #DialogueForDevelopment

🌍" Thousands of EU-based companies and organisations in different sectors and of different sizes are actively enhancing inclusion and belonging in their workplaces. They are thus contributing to a Union of Equality, where everyone is valued and appreciated for who they are. Diversity and inclusion policies in the workplace can also help organisations, employers and workers, embrace the opportunities of a changing world of work, spurred by the demographic, green and technological transitions." — Helena Dalli, European Commissioner for Equality 👉 Join the movement! Visit 🌐 www.rdcc.ro to learn how RDCC can assist entrepreneurs, SMEs, and corporations in starting or enhancing their EDI journey. #RDCC #EUDiversityMonth #EU #Equality #Inclusion #Diversity #Europe 🌟

The European Diversity Month is coming in May (link in the comments). Diversity in the workplace entails different perspectives, experiences and sources of knowledge of employees, which only enhances the final result or product of the company or organization. As Helena Dalli, European Commissioner for Equality, states: ‘Thousands of EU-based companies and organizations in different sectors and of different sizes are actively enhancing inclusion and belonging in their workplaces. They are thus contributing to a Union of Equality, where everyone is valued and appreciated for who they are. Diversity and inclusion policies in the workplace can also help organizations, employers, and workers, embrace the opportunities of a changing world of work, spurred by the demographic, green, and technological transitions.’ #SYNCLSUIVE project works with diverse vulnerable groups such as NEETs, migrants, women, long-term unemployed, etc. We recognize not only the importance of giving all people in society the opportunity to work but also the great value that diverse backgrounds and experiences bring along. If you are an employer, think about how diverse your current workforce is and how much added value diversity could bring to your company or organization. If you are an employer in one of the #SYNCLUSIVE project countries (Bulgaria, Finland, Portugal, the Netherlands), and interested in collaborating with us, do not hesitate to contact us via our social media channels or at https://lnkd.in/dyt-XzVg. #SYNCLUSIVE #Diversity #Equalopportunities #EUDiversityMonth Photo credit: freepik.com

New publication https://lnkd.in/ent2zw-J Various factors, including demographic change, globalization, and cultural practices based on race, age, ethnicity, religion, or gender, emphasize their impact on societies and businesses. This has heightened the importance of diversity, equality, and inclusion in the workplace. Organizations striving to support diverse groups view these values as interconnected, leading to better-equipped companies that can face challenges, attract top talent, and meet diverse customer needs. Implementing a strategy for workplace diversity yields benefits such as improved business performance, productivity, customer understanding, recruitment from a broader candidate pool, team innovation, and effective problem-solving. Additionally, diversity, equality, and inclusion significantly impact talent retention, decision-making quality, and employee motivation. Businesses aiming for diverse and inclusive environments must integrate these principles into their corporate strategy. In parallel, the Turkish-German University, in collaboration with Bielefeld University of Applied Sciences and Arts, hosted a conference on "Diversity, Equality, and Inclusion" in Istanbul, supported by the German Academic Exchange Service (DAAD). The conference provided a platform for academics and practitioners to discuss current issues related to the topic from various perspectives, with the presented academic papers forming the chapters of this book.

Every 21st of May, World Day for Cultural Diversity for Dialogue and Development is celebrated to raise awareness on the role of Culture in sustainable socio-economic growth and development. Cultural diversity enriches our lives, fostering creativity, innovation, and understanding in our workplaces and communities. Embracing different perspectives helps to build stronger, more resilient organizations and societies. As we commemorate this day, let us remember to: 🔹 Engage in meaningful dialogues that bridge cultural gaps 🔹 Recognize and celebrate the unique contributions of diverse cultures 🔹 Promote inclusive practices that drive sustainable development Together, we can create a world where diversity is not only respected but cherished. #CulturalDiversity #Inclusion #SustainableDevelopment #WorldDiversityDay

𝗛𝗘𝗬! 𝗖𝗮𝗻 𝘄𝗲, 𝗽𝗹𝗲𝗲𝗲𝗲𝗮𝘀𝗲, 𝘀𝘁𝗼𝗽 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁 𝗴𝗲𝗻𝗱𝗲𝗿 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆? In Norway, we 𝘩𝘢𝘷𝘦 a 50-50 gender balance in the population. We have 16 % immigrants, and ethnic diversity will increase as the climate crisis continues. More people will want to live in the beautiful north! 𝗧𝗵𝗲 𝗹𝗮𝘁𝗲𝘀𝘁 𝗛𝘂𝗺𝗮𝗻 𝗰𝗮𝗽𝗶𝘁𝗮𝗹 𝘁𝗿𝗲𝗻𝗱𝘀 𝗿𝗲𝗽𝗼𝗿𝘁 𝗳𝗿𝗼𝗺 Deloitte 𝗽𝘂𝘁𝘀 𝗮 𝘀𝗽𝗼𝘁𝗹𝗶𝗴𝗵𝘁 𝗼𝗻 𝗵𝘂𝗺𝗮𝗻 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆. There is also a lot of talk, and not enough action: 76 % 𝘳𝘦𝘤𝘰𝘨𝘯𝘪𝘻𝘦 𝘵𝘩𝘦 𝘪𝘮𝘱𝘰𝘳𝘵𝘢𝘯𝘤𝘦 𝘰𝘧 𝘩𝘶𝘮𝘢𝘯 𝘴𝘶𝘴𝘵𝘢𝘪𝘯𝘢𝘣𝘪𝘭𝘪𝘵𝘺 and DEI, 𝘣𝘶𝘵 𝘰𝘯𝘭𝘺 10 % are 𝘥𝘰𝘪𝘯𝘨 𝘨𝘳𝘦𝘢𝘵 𝘵𝘩𝘪𝘯𝘨𝘴, 𝘵𝘩𝘢𝘵 𝘨𝘪𝘷𝘦 𝘱𝘳𝘰𝘨𝘳𝘦𝘴𝘴. 𝗧𝗵𝗲 𝗸𝗲𝘆 𝗶𝘀 𝘁𝗼 𝗰𝗿𝗮𝗰𝗸 𝘁𝗵𝗲 𝗜𝗡𝗖𝗟𝗨𝗦𝗜𝗢𝗡 𝗰𝗼𝗱𝗲, if not we will destroy the potential value in diversity. There are five areas that need to be cracked: ❗ 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗯𝗮𝗿𝗿𝗶𝗲𝗿𝘀 ❗ 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝗻𝗱 𝗿𝗲𝗹𝗶𝗴𝗶𝗼𝘂𝘀 understanding and curiosity ❗ 𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝘁𝗶𝗲 𝗶𝘁 𝘁𝗼 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗴𝗼𝗮𝗹𝘀 and remuneration ❗ 𝗙𝗼𝗰𝘂𝘀, 𝗮𝗻𝗱 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸, 𝗼𝗻 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻, not on counting diversity! ❗ 𝗨𝘀𝗲 𝗼𝗳 𝗔𝗜 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 to reduce inclusion barriers Inclusion and genAI will be key on the transformational journey for Norway towards 2040, which will include developing new industries and transforming the exisiting. Thanks for a great panel at the SHE conference, SHE Community! It was a great fun to participate alongside Kristine Dahl Steidel (Microsoft), Christin E. Bøsterud (EY), Tone H. Bachke (Telenor), Erna Solberg, Jan Christian Vestre, Arild Hermstad. Excellently moderated by Torbjørn Røe Isaksen. We also know that pink is the new black. 🤣 #inclusion