A resume of presentations and discussions - European Diversity ...

A resume of presentations and discussions
written by Isabelle Mathé, Sebastian Stagl and Iris Wiegele
Fotos by Gerhard Weinkirn & Manfred Weis
Graphic recording by Ilona Christl
(March 2012)
Main Sponsors:
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European Diversity & Business Congress
Andy Moffat
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Norbert Pauser & Sherry Snipes
Imprint:
Publisher: Beatrice Achaleke
Authors: Isabelle Mathé, Sebastian Stagl and Iris Wiegele
Editors: Beatrice Achaleke, Claudia Blaas, Isabelle Mathé
Design and layout : Claudia Blaas
Pictures: Manfred Weis & Gerhard Weinkirn
Copyright: 2012 Beatrice Achaleke – Diversity in Leadership & Consulting e. U.
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Editorial
Dear Diversity and Business Community
Dear EDIC 2012 Sponsors, Partners, Speakers and Attendees
It is our great pleasure to provide you with a short resume of the 2012 European Diversity and Business
Congress. It was a great pleasure organizing this congress and having you all onboard. Thank you for
your support and collaboration without which this congress would not have taken place.
EDIC 2012 main and host sponsor was the Vienna Chamber of Commerce. Other host sponsors included
the Raiffeisen- Holding Niederösterreich/Wien, the Vienna Insurance Group (Wiener Städtische), and
IBM Austria. We say thank you to EDIC 2012 repeated sponsors British Council, Ströck, Austrian
Federal Ministry for European and International Affairs (BMEIA), Austrian Ministry for Labor, Social
Affairs and Consumer Protection (BMASK)) and our new sponsors (Deloitte, Ernst and Young,
Österreichische National Bank, the Embassy of Canada to Austria.
A special thanks goes to our strategic partners including ICUnet AG, the European Network against
Racism – ENAR, Constellation Strategy and Analytical Services, and the International Society for
Diversity & Inclusion Professionals.
Thank you Isabelle, Sebastian, and Iris for you efforts in putting together this resume. It is not an easy
task listening, analyzing, sorting out pieces of information and statements from many very diverse topics
and speakers to create a comprehensive report. You have done a great job and we thank you for your
hard work and support. Thank you Ilona Christl for your special graphic recordings which gave the
conference that extra and personal touch.
Thank you to all those who have contributed to making this congress a big success. As the saying goes,
“the end of a successful congress is the beginning of another, more successful congress”. We have
already started preparations for EDIC 2013 and are enthusiastically looking forward to welcoming you
and your friends, colleagues and family members (back) to Vienna in April 2013. Check our website for
updates and do feel free to send us your feedback, suggestions and contributions at any time.
We wish you an excitingly inspiring and empowering reading through this report.
With best greetings and wishes for diversity of thoughts, words and actions.
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Beatrice Achaleke Claudia Blaas
EDIC Congress Management
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Many thanks to all our hosts, sponsors and partners!
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Table of contents
Overview.....................................................................................................................................8
1. Resume.................................................................................................................................. 11
1.1. Day 1, March 1 st 2012 .......................................................................................................... 13
1.2. Breakout Sessions 2............................................................................................................. 17
2. Day 2: March 2 nd 2012 ........................................................................................................... 23
2.1. Diversity Lab: Innovative Diversity Projects.......................................................................... 25
2.2. Breakout sessions 3 & 4 : ..................................................................................................... 31
3. Media coverage...................................................................................................................... 35
4. Conclusion ............................................................................................................................. 36
5. Annex .................................................................................................................................... 37
6. EDIC 2013………………………………………………………………………………………………………………………………..55
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Overview
The European Diversity and Business Congress 2012 WAS
� a two days gathering of global diversity experts and newcomers
� a hands on platform to exchange innovative concepts, best practice examples and
groundbreaking ideas
� an explosion of different perspectives
� with a humorous - relaxing – entertaining – creative framework program
Day 1
The Pan-European
approach to managing
inclusive diversity and
the benefits of human
capital management in
today’s businesses
The European Diversity and Business Congress 2012 COUNTED:
� 130 registered participants
� 20 different nations
� 53 high-ranking diversity thought leaders as speakers
� more than 80 participating companies and organizations, high-level representatives
from the academia, research and the media
EDIC 2012 did not just talk about Diversity, it was ABOUT:
� how to live and implement the idea of diversity & inclusion in its most creative and
social way!
� social networking and gaining new allies on this diversity journey
� carefully selected topics
Day 2
Managing inclusion,
driving innovation and
diversity in today’s
businesses; overcoming
challenges and creating
new opportunities
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� inspiring speakers and empowering teachers who shared their latest insights and
trends on diversity, talent management and business performance
� developing a “code of practice” of diversity & inclusion tools in today´s companies
and people´s minds!
The European Diversity and Business Congress´ framework program INCLUDED:
� Wiener Städtische, part of the Vienna Insurance Group (Austria´s largest Insurance
Company) as venue
� A breathtaking view above the roof tops and main attractions of Vienna´s city centre
� An exquisite evening reception
� The most amazing mixture of Music and Entertainment from Marianlena Fernandes
and Barbara Jascht, accompanied by an original Vösendorf piano
The Vienna Ringturm
“If you´re doing something three times in a row, you´re founding a tradition.“
(Martin Eichtinger, Austrian Ministry of European and International Affairs referring to this
third Leading Diversity and Business Congress in Vienna)
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This report offers an overview of the different perspectives of diversity & business presented at
the Congress according to the personal perceptions of participants and rapporteurs. Being that
every one of us has his or her own way of perceiving the world of diversity, this report cannot
and does not claim to provide a “complete picture” of the full range of contents and discussions
that were essential at the Congress.
Diversity Leadership would like to thank the rapporteurs Isabelle Mathé, Sebastian Stagl and Iris
Wiegele for contributing to the report that follows.
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1. Resume of Presentations and Discussions
European Diversity and Business Congress EDIC Vienna 2012
The Pan-European approach to managing inclusive diversity and the benefits of human
capital management in today’s businesses
The European Diversity and Business Congress 2012 was a two days gathering of global
diversity experts and newcomers which enabled the sharing of innovative concepts, best practice
examples and groundbreaking ideas.
EDIC 2012 Group Photo Shooting
The program was a combination of insights, humour, physical wellbeing (massages). The
European Diversity Leadership Honours Reception rounded off the first Congress day with the
unforgettable performance and entertainment of Barbara and Marialena!
Marialena & Barbara Vienna by night
130 registered participants from 20 different nations, 53 high-ranking diversity thought leaders
as speakers, more than 80 participating companies and organizations, high-level representatives
from the academia, research and the media: EDIC 2012 did not just talk about Diversity, it was
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about “living the idea of diversity & inclusion“ in its most creative and social way! A kind of
“think tank“, where inspiring new ideas were shared and created and lots of social networking
was done.
EDIC 2012 represents more than “just another diversity & inclusion conference”. There were
carefully selected topics, inspiring speakers and empowering teachers to give us the latest
insights and trends on diversity, talent management and business performance. In hindsight we
can look back at two days dedicated to developing a “code of practice” of diversity & inclusion
tools in our companies and minds!
The aim of this report is to give an overview regarding the different fields of diversity presented
at the Congress according to our personal perceptions as participants and staff members in this
event. Being aware of our own way of perceiving the world of diversity, we are conscious that
this report cannot and does not claim to provide a “complete picture” of the full range of
contents and discussions that were essential at the Congress. Nonetheless, we are pleased to
present you our impressions of an exemplary diversity gathering.
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1.1. Day 1, March 1 st 2012
From left to right: Beatrice Achaleke (EDIC founder & Congress Manager), John Barrett (Canadian Ambassador)
Martin Eichtinger (Ministry of European & International Affairs), Helmut Naumann (Vienna Economic Chamber)
Ilona Christl: Impressions of an inspiring Congress
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1.1.1 Welcome & Opening Dialogue:
Edic 2012 Bloggers
During the opening dialogue all attendees of the European Diversity & Business Congress were
invited to listen to the individual diversity journeys of László Andor (EU Commissioner for
Employment, Social Affairs and Inclusion), Helmut Naumann (Vienna Chamber of Commerce),
Maria Rauch-Kallat (mrk diversity management GmbH, Austria), John Barrett (Ambassador of
Canada to Austria), Martin Eichtinger (Federal Ministry of European and International Affairs)
and Beatrice Achaleke (EDIC, Diversity in Leadership & Consulting, Austria). Due to the
diverse backgrounds of these speakers, the Austrian situation in regard to Diversity Management
was illuminated from different perspectives. During his speech László Andor highlighted that the
reason for an increasing demand of comprehensive diversity management is the changing
demographic situation within the EU.
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László Andor, EU Commissioner for Employment, Social Affairs and Inclusion
In his opening remarks a clear emphasis was put on policy-oriented migration as well as on
company-focused gender mainstreaming. By organizing the European Diversity & Business
Congress it was Beatrice Achaleke’s, i.e. the organizer´s intent to establish a cross-country
dialogue and increase the interaction of diversity experts from different fields.
1.1.2. Keynote Speech (Andy Moffat) – “Harnessing diversity and inclusiveness to maximize
outcomes for employees, customers, and shareholders: the pan European perspective“
Andy Moffat
Diversity Management is a twosided
approach consisting of CSR
(Corporate Social Responsibility) on
the one hand and the adaptation of
the workplace, which is influenced
by a changing labor market, on the
other hand.
Customers expect good
service. They expect solutions
tailored to their needs. And
they want to feel recognised
as individuals.
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The day started with an interesting, thought-provoking speech by Andy Moffat (Aviva Europe)
who not only shared best-practice examples of diversity management but also gave all attendees
the chance to learn from his experience and past mistakes.
In his opinion Diversity Management in an international company in Europe is based on three
pillars: (1) common business case, (2) complexity of legislation and (3) navigation of Europe’s
cultural maze. In addition, there should be a clear focus on the improvement of employees´
attitudes that is reflected in each of the respective areas above.
1.1.3. “Diversity in Leadership, taking it easy!” (David Bongard)
David Bongard
Is humour the basis for dealing with diversity, for tolerance and open-mindedness? Or is it more
than just tolerating each other? How much honest curiosity do we need in daily business with
each other? Humour is definitely a good tool to get away from a stubborn focus on differences
and create an atmosphere of respect and interaction.
David Bongard (Outdoor and Humour Trainer, Austria) reminded us that we will all die one day.
In his opinion, what is really important, though, is the sense of meaning. Stress can lead to
diseases and burn-out. A sense of humour and a playful attitude could reduce stress and make
you more successful in the end. Having fun at work should thus become a priority. The
antagonism between fear and laughter helps to free your mind. Learn to laugh at yourself and
you will stand out from the crowd and be prepared to build long-lasting and trustful relation-
ships. It will make you more attractive for your environment and by enjoying yourself you will
be able to act in accordance with the Latin expression “carpe diem”.
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1.2. Breakout Sessions 2
1.2.1. “Making Work-Life Flexibility an issue for management including CEOs, HR and
senior executives, challenges, benefits and opportunities”
l to r: Christine Marek, Elisa Aichinger, Regina Eckert, Kenneth Dubin
In this session, facilitated by Barbara Jascht (Entrepreneur, Mindset System for Success, Austria),
Christine Marek (Management Consultant, Member of the Austrian Parliament, Austria) pointed
out that various studies show that mixed leadership teams (i.e. gender-related) work more
successfully than homogeneous teams. Furthermore, she emphasized the importance of child
care facilities and a family-friendly ambience in society. Whereas Elisa Aichinger (Deloitte,
Austria) put the focus on the fact that work-life balance is no longer only a women’s issue but
does also concern men who are not satisfied with the amount of work load either, Kenneth Dubin
(University of Madrid, Spain) talked about the positive results when employers and workers try
to negotiate win-win-situations in work-life balance issues. In reply to a question from the
audience, Mr. Dubin pointed out that there is an issue that nobody wants to talk about: many
people actually work very hard to generate just enough income to be able to sustain their
families. In addition, among the unemployed, however, there are still many very skilled people
who want to work, but cannot find a job. So finally, it is not only a question of better education,
but also of work-distribution to reduce unemployment. In order to do that, the work process of a
working week of 30 to 60 hours has to be thought over. Moreover, the “traditional family” has
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fundamentally changed partly due to a technological shift in society. Regina Eckert (Center for
Creative Leadership, Belgium) stressed that managers should also act as role models and look at
a person as a whole being. Despite the fact that the company has to provide a framework, the
employees themselves are responsible for the individual changes and improvements concerning
their work place.
1.2.2. “Setting diversity targets and agendas to drive inclusion in management and
leadership”
The challenge is to incorporate
diversity within the
transformational processes of a
company. An important step
therein is self-awareness.
l to r: Michael Privot, Julia Tzanakakis, Peter Majerčík, Nadine Vogel, Petra Gregorits
In this session, facilitated by Michael Privot (European Network Against Racism, Belgium),
Julia D. Tzanakakis (Ernst & Young, Germany), Peter Majerčík (ICUnet AG, Austria), Nadine
O. Vogel (Springboard Consulting LLC, USA) and Petra Gregorits (Women in Business, Vienna
Chamber of Commerce, Austria) participated in the discussion about diversity targets. The
awareness of the issue of having a lack of diversity itself is not enough. The challenge is to
incorporate diversity within the transformational processes of a company. An important step
therein is self-awareness. Reflecting oneself and sticking to role models will bring individuals
closer to a solution. Female role models with mentoring skills in particular are necessary to help
other women reach their goals. Another effective solution regards the involvement of three
“diversity members“ (three employees) in one department who are responsible for leading the
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diversity project forward: Whereas number 1 is under pressure to have all the relevant questions
according to the process, Number 2 focuses on actions and thus, becomes more competitive.
Number 3 will be the "diversity driver“ with enormous potential to keep this process going.
The discussions also brought forward that quotas are not the target, but a tool to reach another
defined goal. However, in the end it is about finding a balance between managing numbers and
really making a difference. Once a diverse group is established, it will still take some time until
the definite goal is reached because mixed teams do not automatically work together
harmoniously from the start. Skills to manage diversity are needed. Otherwise it will become an
extremely negative experience. A useful tool, as suggested by Julia Tzanakakis, is to link reward
systems to diversity generated successes.
1.2.3. “European Diversity Charters: Going beyond more intensions and how they are
impacting today´s business in organizations”
Charta der Vielfalt, Germany Charta der Vielfalt, Austria
Manfred Wondrak (Charter der Vielfalt, Austria) invited Fella Imalhayene (Charte de la
Diversité en entreprise, France), Mathias Fenkart (Equalizent Schulungs - und Beratungs GmbH,
Austria), Aletta Gräfin von Hardenberg (Charta der Vielfalt, Germany) and Erich Neuwirth
(TNT Express, Austria) to join a discussion about ongoing trends in regard to Diversity Charters.
The main purpose of Diversity Charters is to create a network in which every participant is able
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to learn from the other. However, signing the charter is not the final target. Indeed, some have
signed it in order to implement more diversity projects.
l to r: Fella Imalhayene, Aletta Gräfin von Hardenberg, Erich Neuwirth, Mathias Fenkart
There were also some concerns raised: First, the charter should not become a lip-signature. It
should be filled with content instead. Every company, that is going to sign the charter, should
have to pay 1 € per employee, starting from next year. Second, some of the speakers stressed the
lack of evaluation, strong labeling and strong partners within the charters. The focus should have
been a different one from the beginning on. Third, there is no real punishment or consequence if
companies do not set any actions.
It is the Diversity Charter’s goal to make diversity self-evident by 2020. By then the discussion
will have moved away from “What is missing?“ to “What makes us an individual?“.
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1.2.4. “The role of social network dynamics in driving inclusive diversity in Pan-European
and global companies today“
Within this breakout session, facilitated by Christian Baldia, Angela Rittig, Harish Bhayani and
Cassandra Caldwell discussed the importance of the inclusion of technology – and more
specifically of social media – in the process of managing diversity.
Christian Baldia Angela Rittig
Constellation Strategy & Analytical Services Xing
Harish Bhayani Cassandra Caldwell
PRM Diversity Consultants International Society of Diversity &
Inclusion professionals
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Within this discussion different perspectives were reflected ranging from different attitudes
towards social media, different behaviors in the usage of social media, the target groups of social
media and future outlooks on social media’s influence on the business world.
From the HR perspectives, social media has an extremely strong influence on the recruiting
process. Through certain types of social media it is not only easier to find the right people by
reaching the desired target group (especially the younger generation that is very active in social
media) but also to additionally extend the reach to a global level and get more information of one
another (of the company and of the applicant). Companies might also use an applicant’s network,
perceived through his connections, as a reference in the recruiting process.
Experience shows that through social media people express themselves more freely and show
more of themselves. This behavior directly boosts diversity and lets organizations learn more
about their prospective employees.
The future will show what claim social media will have on diversity. Indisputably, social media
make everything faster, take recruitment to another level and boost individuality – no doubt
about that!
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2. Day 2: March 2 nd 2012
“Managing inclusion, driving innovation and diversity in today’s businesses; overcoming challenges
and creating new opportunities”
l to r : Norbert Pauser, Thibault de Saint Simon, Beatrice Achaleke, Sherry Snipes
On the second day of this year’s Diversity & Business Congress ad hoc sessions replaced to
absent speakers. A lively discussion took place between Sherry Snipes (The American Institute
of Architects, US), Beatrice Achaleke and Thibault de Saint Simon (Aviva France). The
discussion was preceded by the welcome remarks by the venue hosts and sponsors Veronika
Haslinger (Raiffeisen-Holding Niederösterreich-Wien, Austria) and Markus Felmayer (Vice-
President Sales, IBM Austria) as well as by the luncheon host Minister Rudolf Hundstorfer
(Austrian Federal Minister for Labor, Social Affairs and Consumer Protection).
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Minister Rudolf Hundstorfer, Austrian Federal Minister for Labor,
Social Affairs and Consumer Protection
The discussion started by pointing out differences between the American and the European
approach towards Diversity Management. Since both regions have a completely different history,
Diversity Management has developed in different ways as well. The main message was that
Diversity Management in Europe still deals with topics that were already discussed long before
in the United States and thus, lags behind.
l to r: Sherry Snipes, Elisa Aichinger, Julia D. Tzanakakis, Harish Bhayani
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During the second discussion Julia D. Tzanakakis (Ernst & Young, Germany), Harish Bhayani
(PRM Diversity Consultants, UK), Elisa Aichinger (Deloitte, Austria) and Sherry Snipes (The
American Institute of Architects, US) discussed the value of human capital in today’s
organizations and the change within it. In the participants’ opinion, human capital has to
constantly adapt to current needs and develop in line with ongoing trends. After changes have
become effective and certain goals have been reached, change makers should further boost
change and keep it evolving.
According to Julia D. Tzanakakis, human capital lies on three pillars: (1) knowledge, acting as
an initiator; (2) network, representing the means for change; and (3) inspiration, being the fuel.
However, Harish Bhayani added a fourth element: structure. If human capital management is not
undertaken seriously, it will not work.
The important thing, though, is to make it measurable and to use different means of
communication to turn it from a “versus-situation” into a “win-win situation”. As Harish
Bhayani said, “diversity is the oldest asset in the world – so do not just tolerate it, exploit it!”
2.1. Diversity Lab: Innovative Diversity Projects
One novelty that the organizers of this year’s Diversity & Business Congress developed was to
let participants break out into five different labs (small, interactive groups where every
participant had the chance to take part in discussions) at the same time. The following section
provides some insights into three of these labs.
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Lab 1: “Diversity as Strategy to Hedge the Risks of Uncertainty”
Harald Katzmair, FAS. Research, Austria/USA
Harald Katzmair
The main focus of this presentation was on the analysis of the complexity of (business) life
cycles. Many risks in (business) life concern the fact that no one knows exactly what the future
will bring. Therefore, we have to be prepared for a range of “futures” and diversify the
approaches of our problem solving processes. The facilitator focused on the following three
aspects: 1) Capacity Building, 2) Network Building and 3) Diversity. (Business) Life was,
amongst others, considered as a process of growth, stagnation, destruction and reorganization. A
loop was used as a visual symbol and tool for comprehension for the complexity of the
conceptual frameworks. There were different kinds of loops according to the specialty of the
“entrepreneur cycle” and the integration of the crisis. Mr. Katzmair pointed out that there are
different functional roles in a complex network system. The importance of a balance of the roles
was evident. Investors, sponsors, mentors, entrepreneurs, generalists, change makers, managers,
lawyers, specialists, artists, philosophers, desperate people and many others add an important
piece of information and attitude to “make things run smoothly”. Three types of networks were
presented according to their resilience (low, middle, high). The flow in each of these networks is
an indicator for the energy level within the construction. As it is probable that people with
different backgrounds apply different strategies to solve problems, diversity is not in opposition
to efficiency, but enhances it.
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Lab 2: EU-wide methodology and research strategy/approach for effective diversity
management
Gabriele Sauberer - International Network for Terminology, Austria
Gabriele Sauberer
Currently, there is no EU-wide agreed certificate for the job role of a Diversity Manager, yet
professional diversity management is already crucial not only for enterprises, but also for public
administration, health and legal environments. Based on research findings, this session will
introduce the skills units and learning elements for an EU-wide recognized Certified Diversity
Manager, embedded in the qualification and certification platform of the ECQA, the European
Certification and Qualification Association.
In this workshop, Gabrielle Sauberer invites attendees to share knowledge about their
understanding of a harmonized methodological framework, to assess and develop the skills
needed for professional diversity management in Europe.
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Lab 3: “Leading Effectively to Leverage Cultural Diversity”
Regina Eckert (Center for Creative Leadership, Belgium)
In this lab Regina Eckert started off with the three main issues for leading effectively on an
intercultural level. First, leaders have to be globally competitive; second, their focus should
switch from “being” to “action” and third, they have to be able to deal with paradoxes. In order
to not only make sure that all those three areas are covered but also to measure the successful
attainment of them, a competency framework needs to be developed. The biggest step, however,
is to have the specific competencies identified.
When thinking about diversity competencies in particular, all participants agreed that it is too
late if they are only developed once the leading position is taken. Prospective directors should
already start working on their diversity and intercultural competencies when being two steps
away from the desired position.
But what competencies are actually required? In the end, the discussion always comes back to
basic competencies, such as listening skills, social skills and the like. Once these basic
competencies are defined, global competencies will naturally develop.
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Diversity Lab 4: “Diversity potential of small and medium sized companies”
Nadja Schefzig (Kompetenzkreis, Austria)
Concerning diversity management implementation projects, small and medium sized companies
are often not aware of how well they are doing. They only realize it when consultants take notice
of their best practice examples. So, one suggestion was to increase the communication with each
other in order to make these examples, and also their shared problems, transparent. As a second
suggestion it was mentioned that CEOs should create a network where they can meet and/or
compare notes.
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Lab 5: CEOs on Wheels (SMEs)
Michael Sicher - CEOs on wheels, BUSYPEOPLECOACHING, Austria
CEOs on Wheels provides career opportunities for people in wheelchairs by focusing on their
potential. This private founded initiative connects CEOs with disabled people on their working
space, provides a workshop for HR executives and features a mentoring program where
executives and people in wheelchairs exchange their experiences. 11 top companies are
participating and are providing a mentor.
In this workshop Michael Sicher presents CEOs on Wheels and talks about his experience as
someone using a wheelchairs and the reasons he founded this program. He gives examples of
mentoring pairs and the way they arrange their mentoring relationship as well as feedback he got
from the companies.
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2.2. Breakout sessions 3 & 4:
2.2.1. Workshop “Leveraging the science of human networks to achieve business and career
success” (Christian Baldia, Constellation Strategy & Analytical Services, USA)
Christian Baldia, Constellation Strategy and Analytical Services
This breakout session started off by identifying two hidden keys to success: (1) human capital vs.
social capital and (2) hierarchies vs. networks. In regard to the latter, social networks, in
comparison to formal organizations (usually defined by authority), are based on competence
based trust, benevolence trust and integrity based trust.
Personal networks, however, are not required to be big – it is all about the quality, structure,
density and composition. Furthermore, it is also important to allocate a certain focus on an
individual’s network. Is it a business network or a private network? Is the network made up of
global connections or domestic connections? Once this is defined, the question moves on to what
the individual role in this network is.
At a later stage it was discussed on how to improve personal connectivity. Here are some ways:
1) Build up stable bases of trust in your surroundings.
2) Be curious to get to know strangers or improve your knowledge about already known people.
3) Show and use your emotional intelligence.
4) Show and use your intercultural intelligence to connect with people from other countries.
5) Be courageous and leave your “comfort zone“.
6) Identify guides, mentors and sponsors.
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7) Define your network strategy and leverage existing networking programs.
2.2.2. Workshop “Tapping into the talents pipeline of women and minorities for inclusive
leadership, in middle and top management”
(Marialena Fernandes, Vienna University of Music and Performing Arts, Austria)
While all speakers as well as attendees were sitting in a circle, Isabelle Kürschner (Catalyst
Europe, Germany) spoke about her personal experience concerning talent management and
perspectives as a woman in a company. She pointed out that there are not enough visible role
models. Moreover, one can feel left out because of not participating in informal networks and
not being promoted because of the risk of becoming pregnant “at the wrong moment”. Zuzana
Kaščáková (T-Systems Slovakia s.r.o., Slovakia) gave us insights into a women’s network in a
big company and what implications this has for women in leadership positions in Slovakia.
Sanchia Alasia (Equality Lead Newham University Hospital Trust, UK), on the other hand,
talked about the achievements in her workplace concerning job placement and Katharina Mallich
(Medical University of Vienna, Austria) focused on diversity in the university field. She applied
a concept of five core dimensions, i.e. gender, age, interculturality, physical disabilities and
sexual orientation to the target groups at a medical university and hospital.
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2.2.3. “Marketing diversity and inclusion for business results”
(Margarethe Bitzer, DCÖ – Diversity Club Austria)
l to r: Margarete Bitzer, Davor Sertic, Petra Gregorits, Manuel Bräuhofer, Snéha Khilay
During this breakout session, Davor Sertic (UnitCargo, Austria) highlighted the need of diverse
teams. As customers come from various countries, have different nationalities, speak different
languages and are part of different cultures, it is important for employers to be aware of that fact.
Therefore, it was suggested to promote those who provide competencies in these fields. Manuel
Bräuhofer (CEO Brainworker – Community Marketing and President DCÖ, Austria) focused on
the “additional service” for customers that is closely linked to ethnic marketing. Finally, it will
serve as a driving force for business performance and success. Petra Gregorits (Chair Woman in
Business, Vienna Chamber of Commerce, Austria) also shared her personal view on this topic
with all attendees who took part in this lively discussion. At the end, Snéha Khilay (Cultural
diversity and leadership consultant/trainer) got right to the heart of the topic by answering a
question from the audience concerning a certain “deficit orientation” in the concept (integration
vs segregation): “We all should celebrate the differences by respecting each other the way we
are!” (also through the active use of different languages).
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2.2.4: “Leveraging corporate accountability, employee engagement, and business results”
(Norbert Pauser, Diversity & Inclusion Solutions, Austria)
l to r: Oilid Mountassar, Norbert Pauser, Tina Deutsch, David V. Stuart
The last breakout session of this year’s Diversity & Business Congress, facilitated by Norbert
Pauser, was full of metaphors. Tina Deutsch (Deloitte Consulting GmbH, Austria), Oilid
Mountassar (Diversee, France) and David V. Stuart (Spring Hill Communication, USA)
explained their theories on the basis of daily encounters. David Stuart defined employee
engagement as “being emotionally and intellectually connected to work“. The most important
thing is communication that acts like irrigation water for employees. So, it should get down the
row to let a company’s “plant“ grow. Acting like a role model (“plant a radish to get a radish“)
will further boost employee engagement. However, not everyone needs to be nourished –
“Explore big fields and cultivate small places to harvest the maximum“.
Norbert Pauser further argued that it was not enough to only “plant“ diversity. Everyone should
be aware that it needs to be taken care of for a lifetime. Even though it might seem to be the
most uncomfortable and difficult thing that has ever been done, it will be worth it in the end. But,
most importantly, the big promise “diversity“ has to be taken seriously.
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3. Media Coverage
Highlight: The Austrian Broadcasting Corporation ORF featured the European Diversity &
Business Congress in their late night journal.
The reportage included interviews with selected speakers, the congress´ general atmosphere of
the congress and a studio talk with Congress Organizer Beatrice Achaleke. This report was
available on the broadcasters website for 1 week.
Additionally the congress was widely covered by the Austrian Print Media including interviews
and articles in the magazine “Die Writschaft”, two articles in the quality daily “Kurier”, an
article in “Die Wiener Zeitung” and another two articles in the “Die Furche”.
These articles are all available for download on our website under.
http://www.diversityleadership.eu/diversitymedia_/
4. Conclusion
In conclusion, the congress offered a unique opportunity for building bridges between
individuals and groups with different personal, linguistic, cultural, ethnic and other backgrounds
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as well as business contexts. Finally, by discussing the current issues in diversity, it gave an
outlook on the coming challenges based on the major demographic changes within Europe in the
first half of the 21 st century. Based on a resource-oriented approach, the congress clearly showed
that, after all, much remains to be done – a very good opportunity to do so will be at the
European Business & Diversity Congress 2013 (25 - 26 April)!
5. Annex
5.1. Selected feedback from attendees
Kasia Greco
Katarzyna Greco Consult e.U., Austria
“It was stunning, inspiring, emotional, deep diving, international, funny, hilarious ... I could write a book
full of words to express my deepest gratefulness and congratulations to Beatrice Achaleke and her
wonderful team for this extraordinary event. THANK YOU! It was simply wowowoooooow!”
Dorothea BroŜek
kompetenzkreis dumpelnik + schefzig kg, Austria
“I say a great thank you to Beatrice Achaleke! The Conference was such a great place to think over the
borders, to feel the power and spirit of diversity and to know there are more ways to success!”
Martina Gleissenebner
International Business Speakers, Austria
„Wer nicht dabei war, hat etwas versäumt. Vor allem gestern Abend hatte ich wieder meinen "Charisma-
Moment": mitzuerleben, wenn HERZ & EXZELLENZ auf einander treffen und einfach einen
"everlasting moment" generieren. Danke Beatrice Achaleke!”
Sherry Snipes
Founder & President, Global Diversity Collaborative
Director, Diversity & Inclusion, The American Institute of Architects, USA
”The 2012 program was absolutely amazing. Congratulations for setting a new standard regarding
diversity conferences. You successfully assembled a dynamic, diverse, energetic group of professionals
that are committed to changing the paradigm. I have participated in many programs and this is the first
program with a true intersect between corporations, non-profits, NGO’s and government entities. All I
can say is kudos and stay the course! I am very much looking forward to next year!”
Oilid Mountassar
Diversee, France
“I would like to thank you for your great event and your hospitality.
It was great meeting you and I know now that we have strong ambassadors for diversity in Vienna and I
am looking forward to the next Congress.
If there is anything I could do to support you, please don't hesitate to call.”
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Fella Imalhayene
Responsable Promotion
Secrétariat Général de la Charte de la Diversité, France
“Je vous remercie pour votre invitation. J’ai été très heureuse de participer à l’EDIC 2012.J’ai pu nouer
des contacts intéressants et avoir une vision assez panoramique de votre façon d’appréhender la diversité.
J’ai été surtout très heureuse de sentir l’énergie que vous déployez sur ce sujet. Je suis repartie pleine
d’idées et avec le sentiment de partager des valeurs avec une communauté de personnes exceptionnelles.”
Harish Bhayani
PRM Diversity Consultants, UK
“Thank you for a most enjoyable 2 days in Vienna! Your efforts paid off for all the delegates I'm sure, it
was a most pleasurable event. I hope we will have many more opportunities to work together. I'm going
to do some thinking about how we could join up the thinking on D&I between UK and rest of Europe,
very interested in your views!”
5.2. Main challenges when it comes to diversity management: Results of attendee survey
“The greatest challenge is getting leaders to understand the business benefits (productivity, innovation,
etc) to employing people with disabilities but it has to do with the issue above, barriers of thought.”
“Getting leadership buy-in, middle management resistance, measurement, pipeline management,
work/life balance.”
“Experimentation and Risk-taking.”
“Getting real commitment from management in order to have the topic embedded in the organization
with underpinned actions and the regular measuring of success.”
“Managing different needs and expectations.”
“Setting the first "real" step (having an idea is ok, but how do you implement it?)”
“Stereotypes are a big challenge in Diversity Management - we need "identities" to talk about people &
groups and to put measures into practice, but it's always a walk along a boarder - the border to
"stereotyping" people.”
“The Involvement of the Top Management, to invest financial and personnel resources.”
“Change mindset.”
“Convincing business people that diversity is not only something that is "nice to have" but offers tangible
benefits.”
“The greatest challenge is the implementation of DM in everyday practices (day-to-day leadership etc).”
“In France, the greatest challenge is to raise awareness amongst SME's. They represent more than 70% of
the employment.” SME's leaders believe that diversity management is a topic for big companies. They
also have a wrong idea about diversity management, in their mind it means integrating employees of
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foreign origins within the task force. We have to make them understand that it is integrating all type of
differences, that it is a way to an inclusive company.”
“To include different affinity groups.”
“Understanding the potential of a diverse workforce and offering equal opportunities.”
5.3. List of participation companies and organizations
Xing (Germany)
Austrian Chamber of Commerce and Industry (Austria)
Austrian Parliament (Austria)
Business- Mamas (Austria)
Nabucco Pipeline (Austria)
BP Europa SE(Germany)
International Society of Diversity and Inclusion Professionals (US)
IBM (Austria)
British Council (Austria)
British Council (Norway)
Diversa Consulting (Finland)
AXA Group (France)
T – Systems (Slovakia)
Bertelsmann AG (Germany)
Verbund (Austria)
Bavarian Centre for Cross-cultural Medicine (Germany)
European Parliament (Louxembourg)
Raiffeisen Bank (Austria)
Deloitte Consulting GmbH (Austria)
International network for Terminology (Austria)
Newham University hospital Trust (UK)
Constellation Strategy and Analytical Services (US)
Brainworker – Community Marketing (Austria)
PRM Diversity Consultants (UK)
FAS Research (Austria)
Labbè & Cie. GmbH (Germany)
business support (Austria)
Universidad Carlos III de Madrid (Spain)
Center for Creative Leadership (Belgium)
Federal Ministry for European and International Affairs (Austria)
Mindset System for Success (Austria)
ICUnet AG (Austria)
Bawag Bank PSK (Austria)
Wiener Städtische (Austria)
Aviva (UK)
Diversee (France)
ENAR – European Network Against Racism (Belgium)
mrk diversity management (Austria)
UnitCargo (Austria)
Spring Hill Communication (US)
Gus Takkale International (Canada)
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Springboard Consulting LLC (US)
Egon Zehnder International (Germany)
Land Steiermark FA6A (Austria)
ECLEE (France)
Charte de la Diversità (France)
Charta der Vielfalt (Germany)
equalizent (Austria)
Global Diversity Collaborative (USA)
University for Music and performing Arts (Austria)
Medizinische Universität Wien (Austria)
Context Gmbh-MIGIN (Austria)
Katarzyna Greco Consult e.U. (Austria)
European Central Bank (Germany)
mehrPerspektiven (Germany)
5.4. Media Coverage
http://www.convelop.at/2012/02/27/diversity-congress/
http://www.brozek-power.com/2012/02/17/european-diversity-business-congress-1-3-2-3-2012/
http://www.factor-d.at/content/site/de/news/index.html
http://ec.europa.eu/ewsi/de/events/details.cfm?ID_ITEMS=25473
http://www.business-mamas.at/magazin.php?tpl=detail&id=57557&item_start=0
http://blog.blackwomenineurope.com/tag/european-diversity-and-business-congress/
http://www.csreurope.org/events.php?action=show_event&event_id=451
http://www.icunet.ag/ueber-uns/news/nachrichtendetails/artikel/braucht-europa-vielfalt/index.htm
http://www.wienerzeitung.at/themen_channel/wzerfolg/konsum_und_gesellschaft/?em_cnt=440064&
em_cnt_page=2
http://www.die-wirtschaft.at/ireds-118414.html
http://www.culturalatina.at/index.php?option=com_content&view=article&id=260%3Aeuropeandiversity-a-business-congress-2012-&catid=1%3Aaktuelle-nachrichten&lang=de
http://www.enar-eu.org/Page_Generale.asp?DocID=29239&langue=FR
http://www.cbji.com/tops.aspx?id=Groundbreaking-European-Diversity-and-Inclusion-Congress-in-
Vienna-Austria-972
http://www.idm-diversity.org/deu/ressourcen_sub01.html
http://www.kuwi.de/news/index.php?ID=0000009530
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http://www.brainswork.at/html_deutsch/archiv.htm
http://www.aviva.com/research-and-discussion/articles-and-research/16435/
http://blog-de.momsucan.com/diversity-die-macht-der-vielfalt/
http://www.facebook.com/media/set/?set=a.375329669153323.92945.252340458118912&type=3#!/p
hoto.php?fbid=375329815819975&set=a.375329669153323.92945.252340458118912&type=3&theate
r
http://www.esf.at/esf/category/allgemein/
http://www.culturalatina.at/index.php?option=com_content&view=category&layout=blog&id=1&Itemi
d=50&lang=es
http://www.die-wirtschaft.at/machen-sie-ihr-unternehmen-mit-diversitaet-fit-118414.html
http://www.bongard-trainings.at/de/index.htm
http://www.xing.com/events/european-diversity-inclusion-congress-vienna-2012-790485
http://www.international-business-speakers.com/en/speakers/beatrice-achaleke/139
http://afromagazin.wordpress.com/2011/07/13/upcoming-events-european-diversity-inclusioncongress-vienna-1st-2nd-of-march-2012/
http://www.wienerzeitung.at/themen_channel/wz_integration/ausbildung_und_arbeitswelt/440064_J
e-vielfaeltiger-desto-produktiver.html
http://www.dvai-ev.eu/aktuelles/aktuell/article/dvai-praesident-auf-european-diversity-businesscongress-wien.html
http://www.diversityglo.com/tops.aspx?id=Groundbreaking-European-Diversity-and-Inclusion-
Congress-in-Vienna-Austria-972
http://www.brainswork.at/html_englisch/archiv.htm
http://issuu.com/www.medianet.at/docs/finance0903
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5.5. EDIC 2012 additional impressions
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6. EDIC 2013
Our next European Diversity & Business Congress 2013 will be taking place from April 25th – 26 th 2013.
For further details visit our website regularly under www.diversityleadership.eu.
Sponsorship opportunities
We are constantly looking for new PARTNERSHIPS on our diversity journey. Join our crucial
Diversity and Inclusion efforts on European ground by becoming a partner today.
We offer a number of Sponsorship Packages to fit various needs and budgets. Ask for our
extremely attractive Sponsorship Packages! Each Sponsorship Package provides sponsors with
exclusive advantages including creating maximum visibility for each of our partners.
Feel free to give us a call or send us an Email today!
10 excellent reasons to become an EDIC Sponsor today!
1. Making a conscious commitment to Business Diversity and Inclusion today
2. Joining a high profile forum of international diversity thought leadership including high
ranking CEOs, policy-makers, academia, practitioners and other stakeholders etc.
3. Having access to the most recent research findings and cutting-edge global diversity
management tools
4. Enjoying excellent networking opportunities
5. Gaining visibility through a Keynote Speech (main sponsors only)
6. Showcasing your own company’s best practices
7. Choosing the speakers and topics on your Company Panel
8. Enjoying exclusive visibility (Conference Book, Website, Video Walls, printed materials,
Conference Bags, Lanyards etc.)
9. Having free entry passes to the European Diversity & Business Congress
10. Access to Conference Documentation (main sponsors only)
For more information contact:
Beatrice Achaleke, CEO and Conference Manager at +43 699 11 696 115
Claudia Blaas, COO, office@diversityleadership.eu
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