As a motivation to work on diversity and inclusion, the link to profitability is often highlighted and studied, i.e. the business benefits of having diverse teams and an inclusive work environment. What does the latest research show about this? What does it mean for the organisation if the main driver for increasing diversity and inclusion is profitability? Are there better/worse drivers for diversity and inclusion? What are some concrete examples of this among our members?
Welcome to an exciting Fredagskunskap - please invite your CEO and colleagues who work in commercial roles!
Contributors
Expert: Sandra Kastås is the founder of Diversity Board, a company that works to bring more diversity and role models into the corridors of power. She is an experienced entrepreneur, communicator and PR consultant with a strong commitment to society. She is a trained standards engineer and as a politician she has long been passionate about gender equality issues, which have come to be broadened to include diversity.
Researchers: Anette Risberg, Professor of Organization and Management at Høgskolen i Innlandet, Norway
Annette is Professor of Organization and Management at Høgskolen i Innlandet, Norway. In recent years, she has conducted research on the labour market situation of highly skilled immigrants from an organisational perspective. Her research shows that even in organisations that actively work with inclusion and are sympathetic to diversity, there are discriminatory structures that make it difficult for foreign-born people to get a job or have a career on the same terms as native-born people.
Company case: Gustav Olheim technology consulting company AFRY where he is section head in automotive RnD. Gustav is an experienced leader who has worked for many years to help foreign engineers enter the Swedish labour market.
Company case: Helena Tronner Vice President Insight Accelerate Knowit
Helena has worked with gender equality and diversity issues since 2006 in many different organisations and can contribute with wise insights, good and bad real-life examples and guidance on how to succeed with your inclusion work. Helena is a highly appreciated speaker with great knowledge in the field. She is the initiator of Knowit's gender and diversity programme and has driven the work that has made Knowit Sweden's most gender equal listed company.
Moderator: Paolo Pelacchi Björkman, Director People & Culture ISS Facility Services Sweden
Chat Facilitator: Alma Lagergren, student Stockholm University
