Diversity, Equity & Inclusion (DE&I) for Innovation and Growth
Clear Priorities and a Results-oriented Approach for a Diverse and Inclusive Work Environment
Gender diversity, cultural diversity, age diversity, diversity of thought – there are many facets to identity. With a well-thought-out DE&I strategy, you can combine these facets into an inclusive work environment characterized by appreciation, trust, authenticity and psychological safety. A strong sense of belonging promotes employee retention and increases satisfaction.
DE&I is not only a moral imperative, but also a driver of innovation and growth, making it a business imperative. An organization that promotes DE&I gains a competitive advantage and improves its financial performance. We help you to unlock the full potential of your organization through greater diversity.
Clear Priorities and a Results-oriented Approach for a Diverse and Inclusive Work Environment
A DE&I program is holistic in nature and based on a future-oriented strategy and consistent program development. Our proven four-phase approach includes continuous iteration and feedback loops and incorporates all relevant perspectives.
- Holistic approach: To be effective, DE&I is integrated as an additional strategic level into the overall corporate strategy.
- Top management priority: DE&I is embedded in the corporate culture and objectives, processes are implemented and aligned with employees and business partners.
- Integrative change approach: The DE&I strategy focuses on the needs, preferences and motivations of all stakeholders.
- Steering and performance review: DE&I measures are transparent, measurable and flexibly adaptable.
Behavioral change requires a well-thought-out, effectiveness-oriented program. Only through these changes can a truly inclusive work environment be created.
Realizing Potential: A Gender Diversity Program for More Women in Leadership Positions
Quotas and gender diversity targets aim to get more women into leadership positions. Gender diversity can be achieved by hiring more female candidates or promoting more female employees within the company. We believe that these goals can be achieved if behavioral patterns change and framework conditions are adapted. The gender diversity program offers a systematic approach to increasing gender diversity quickly and significantly. Gender diversity can be initiated along the entire female career journey.
The Female Career Journey
Targeted, impact-oriented measures along the female career journey characterize the program.
1. Touch
Attractive design of the first point of contact
2. Select
Close accompaniment of candidates and ensuring an unprejudiced selection process
3. Hire
Carefully controlled decision-making process, attractive entry and actively managed onboarding
4. Develop
Strengthening talent management for female talents
5. Promote
Placement of female talents according to the logic of the staffing process
6. Retain
Measures to increase attractiveness and employee retention
All of the measures contribute to either increasing the recruitment rate of female applicants or promoting the careers of women. They are all aimed at creating commitment, eliminating structural weaknesses and changing long-established behaviour.
Global leadership competences and innovation through cultural diversity
Cultural diversity at the management level fosters innovation and growth. It encompasses professional dimensions (innovation orientation, university education), cultural dimensions (management styles, diversity maturity), as well as experience and network (client access, research access).
In a globally connected world, we can recruit leaders internationally. Cultural diversity expands the talent pool by providing worldwide access to highly qualified leaders and international markets. Linguistic and intercultural competence strengthens areas such as sales, investor relations, sourcing, outsourcing and company-wide collaboration.
Contact us
Philine Cremer
Partner, Düsseldorf
Nina Maywald
Partner, München
Henrike Simon
Associate Partner, München