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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 1st

2012 .......................................................................................................... 13

1.2. Breakout Sessions 2............................................................................................................. 17

2. Day 2: March 2nd

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

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 1

The Pan-European

approach to managing

inclusive diversity and

the benefits of human

capital management in

today’s businesses

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 1st

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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Edic 2012 Bloggers

1.1.1 Welcome & Opening Dialogue:

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

Customers expect good

service. They expect solutions

tailored to their needs. And

they want to feel recognised

as individuals.

Diversity Management is a two-

sided 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.

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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”

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

The challenge is to incorporate

diversity within the

transformational processes of a

company. An important step

therein is self-awareness.

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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 2nd

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 21st 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%3Aeuropean-

diversity-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-inclusion-

congress-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-business-

congress-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 – 26th

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