In februari 2017 had Adnan Basaran een interview met Mirjam van Immerzeel van het Financieele Dagblad over diversiteit in de bestuurskamers.
Een interview wat Adnan Basaran voor Management Scope had met Kenan Yildirim van Shell, over zijn beeld op diversiteit en inclusie.
Interview van Carol Velthuis met Adnan Basaran voor Management Scope: zijn advies is 'Niet oordelen en invullen, maar openstaan'.
We have a naturally born urge to attract others who resemble ourselves, thus creating homogeneous networking groups in order to create recognition for a subject. In what way does this help us in getting more aware and integrating with other groups? Does this approach not have a counterproductive outcome?
Much to my surprise I must say, for in the past years I have met quite a lot of female executives who are I my view well equipped and motivated to take on the top jobs. So where does it derail?
For years now there have been efforts to embed Diversity in organisations. The discussion around Diversity, is mostly limited to Gender. But there is more to it.
If a company truly wants to have a divers workforce which is aligned with its long term strategy then its HR, learning and recruitment strategy should also be aligned.