D&I over Lunch
Online sessions on the topic of diversity & inclusion
Compact. Valuable. Practice-oriented.
We keep you up to date with the latest research and show you how to implement and advance D&I in your company.
Here you can find our most recent as well as past online sessions. Have fun!
Current online sessions
Mobile work, virtual meetings, adapted processes. Our future will change. To what extent will traditional employee processes be affected by this change? What are the opportunities and risks of recruiting employees virtually? What does it mean for a leader to assess employees and teams if their work is exclusively done virtually? What are the consequences for promotion processes?
Our webinar covers the following:
- Consequences of mobile and virtual work on HR processes
- Where unconscious biases influence behavior and how they be prevented
- The the potential for fair HR processes
- The opportunities and benefits for Diversity & Inclusion
An online session with many practice-oriented tips and input
Date: July 7th, 2020
Registration Deadline: July 6th 12.30
We are happy to support you with strategic implementation in your specific organization. We are looking forward to be in virtual contact with you!
Gender diversity topics are often categorized as fair-weather programs. When the pressure on the economy and society increases, we are inclined to take care of seemingly more important issues and simultaneously fall back into old patterns – including gender role stereotypes. However, various studies already show the far-reaching consequences of the current crisis from a gender perspective. A careful examination of the different challenges shows the importance of gender diversity aspects for the economy as well as science, and points to the fact that especially leaders play a central role in this.
- Why does Corona lead to an increased burden on women through unpaid care and home-work?
- Why do women experience the economic consequences of the crisis the strongest and what can be done to change this?
- How can it be avoided that diversity and inclusion dropped to the bottom of the priority list for organizations and their leaders respectively?
Recording from June 19, 2020
“Can the Corona Crisis facilitate a breakthrough for flexible work?” When physical presence is no longer possible, managers are obligated to cope with flexible working arrangements. How can virtual teams that are working together flexibly be successfully managed? What opportunities does the current situation hold for the future?
This online session was part of the webinar series “HSG Insights – Management and Leadership Tips in the Corona Crisis”.
Recording from 07 April 2020
“Flight instructor (m/f/diverse)” – is that already inclusive communication? While most companies are aware of gender-sensitive language and have issued guidelines for job advertisements, other relevant areas of inclusive communication are often neglected. For example, how do you communicate with your customers? Or what can you do in team meetings to ensure that everyone feels heard and addressed?
Inclusive language requires reflecting on everyday language (which includes images, symbols, written communication…), consciously seeking new standards and recognizing and avoiding possible stereotypes.
In our online session we combine theory and practice and address the following questions:
- What is the benefit of inclusive language?
- Why is language central for managers in terms of “Living Diversity”?
- How can inclusive communication be implemented in a company?
Recording from 24 March 2020 (only availably in German)
While diversity focuses on valuing differences, inclusion is about fostering a sense of belonging. An inclusive work environment brings many benefits to an organization and helps with managing diversity. To “manage” the challenges and potential benefits of diversity, organizations must create a culture, processes, structures and strategic framework conditions that include all employees.
How is it possible to capture inclusion holistically in an organization? Quantitative methods based on the analysis of human resources data mark an important step in this process. These include analyses along the relevant diversity dimensions. However, quantitative approaches have limitations when aiming to gain a holistic and exhaustive picture of inclusion and the inclusive corporate culture.
- Limitations of diversity
- Benefits of an inclusion culture for companies
- Step-by-step guide to measuring inclusion culture
As of July 2020, the amendment to the Federal Act on Equality between Women and Men obliges all employers with 100 or more employees to provide evidence of equal pay in their company. What does this mean for your organization? What are the common stumbling blocks for companies that may arise when implementing proof of equal pay? How can you interpret the statistical evaluations of the Logib analysis tool provided by the Swiss Confederation?
Prepare yourself for supplying proof of equal pay in your company. We provide clarification on the consequences of the change in federal law, support you with practical tips and help you avoid stumbling blocks. In doing so, we draw on years of experience with wage analyses in Switzerland.
What does an optimal team composition look like? How do you recruit and promote the “right” people? How do you retain your talents? The video provides you with all the tricks on how you as a manager can make better decisions and avoid falling back into old patterns.
The online session took place on 20 June 2018 in the “HSG Spotlight” series. HSG Spotlight is a joint initiative of HSG Alumni and the Executive School of the University of St. Gallen.