Es steht schlecht um die kulturelle Vielfalt in deutschen Unternehmen: Zu diesem Ergebnis kommt eine gemeinsame Studie von Egon Zehnder und McKinsey.
Über 40 % der befragten Beschäftigten geben an, dass ihr Arbeitgeber keine Maßnahmen zur Erhöhung der kulturellen Diversität oder Inklusion ergriffen hat.
In der Förderung der Vielfalt bei der Besetzung von Führungspositionen seien weltweit Fortschritte erzielt worden. Zu diesem Schluss kommt Beraterin Silvia Wiesner.
In einem Artikel geht die Frankfurter Allgemeine Sonntagszeitung (FAS) der Frage nach, „Warum Frauen nicht lange im Vorstand bleiben“.
Personalberater spielen bei der Erhöhung des Frauenanteils in den Führungsetagen der deutschen Wirtschaft eine immer größere Rolle, konstatiert das Handelsblatt.
Current approaches taken by organizations to address underrepresentation are often narrow, focusing on immediate concerns rather than futureproofing.
Search 2.0 is a revolutionary approach designed for organizations on their DE&I journey. It’s not a diversity-focused template, but for all future leadership appointments.
We at Egon Zehnder passionately believe that diverse and inclusive leaders are able to create a better world where individuals and organizations not only grow; they thrive.
As younger generations embrace diversity without hesitation, it might be tempting to assume that the act of coming out as LGBTQ+ is becoming less significant.
The world is facing a second pandemic, this time in mental health. This can be seen in company leaders who haven't reflected on the past few years.
Physical disability is often overlooked when it comes to diversity discussions, and most boards are still at early stages of maturity on the topic. We gathered some of the UK's top board chairs for an open conversation on the topic.
DeepTech companies don't need to hit a wall in their CEO succession process. Here's what they should avoid and what to consider in a successful search.
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