European Institute for Managing Diversity

1. European Institute for Managing DiversityActivities San Andres de Llavaneras08392 BarcelonaTel: 34 792 8152 mobile 667 40 20 71Admin. 34 93 772 4478 mobile 667 40 20 70ieg@iegd.orgmcasanova@iegd.orgSite: www.iegd.org

2. European Institute for Managing Diversity Vision • Inclusion of all social diversities contribute to sustainable development Mission • Give support to companies and institutions with the aim of creating climate of trust that increases corporate results through the inclusion and participation of all its Human Capital. Creating Work/Life programs to help employees balance professional and family life Diversity Management is the new corporate strategy for the new era, it leverages the most valuable resource of any organisation: its Human Capital.

3. EIMDFrom Segmenting to Diversity Inclusion In the 80´s the large corporations created an irreversable change from: • segmentation of its Human Resources as a policy to address the minority needs; • to the development of Diversity Management as an inclusive policy for all its Human Capital; a strategy to reduce the operating costs and to increase the efficiency of the organization, and measuring its impact on the bottom line results; while creating a supportive environment for all its peoples to achieve Work/Life balance.

4. IEGDInstituto Europeo para la Gestión de la Diversidad.org • Since the early 80´s Ms Casanova has participated in expert groups, European Union funded project and in monitoring socio-economic trends in the area of Human Resource strategic management. In 1998 Ms. Casanova founded the EIMD, in order to meet the needs of US companies in rolling out their Diversity policies throughout Europe; giving support in the implementation process of its Corporate Diversity policies in its subsidiaries across the different European countries ( Member States) • The EIMD is an NGO • Its founding members are Domino (Ms. Geraldine Bown ) in the United Kingdom and the European Institute for Managing Diversity of Scandinavia (Ms. Margareta Eklund). The IEMD is today present in 24 countries through its network of local members; companies with expertise in Diversity and Work/Life policies.

5. EIMDList of Members • Israel • Italy • Luxembourg • Netherlands • Norway • Poland • Portugal • Slovak Republic • Spain • Sweden • Switzerland • United Kingdom • Austria • Belgium • Baltic countries • Czech Republic • Denmark • Dubai • Finland • France • Germany • Greece • Hungary • Ireland

6. IEGDMiembros del IEGD • The member of the EIMD are local companies invited to join the Institute, and selected on the grounds of their expertise in Human Resources strategic management, their focus on equal opportunities and their commitment to Diversity inclusion. • These are experienced companies, experts in all of the aspects relevant to Diversity Management, and which provide the local support to the international corporations for which the EIMD give consultancy service, training in Diversity Awareness sessions and implementation of Diversity policies and strategies. • The local implementation of the different process is done by adapting to the unique reality of the companies we work with, considering aspects such as language, culture, business priorities, legislation, environment etc.

7. EIMDThe Managing Diversity policy tends to: • include all its publics behind corporate objective; • leverage its Diversities (visible and non-visible) • achieve maximum efficiency through the productive process; • improve corporate results and increase profit margins. ...through the inclusion, satisfaction and participation of ALL its Human Capital

8. RACE Diversity and societyTypes of Diversity Iceberg Definition • Visible Diversities • Create an attitude derived from the traditions stereotype the person has toward a group • Non-visible Diversities • Major generators of conflicts • Lack of communication • Decrease of efficiency • Responsible of operational and structural costs • Reduce creativity and innovation • Jeopardises corporate sustainability Diversity Management takes into account visible and invisible differences of all Human Capital of the organisation.

9. EIMDHow Diversity Management programmes have a direct impact in costs, increasing efficiency and corporate results • reduce absenteeism • avoids time spent and time lost • increase team behaviour, efficiency in meetings, cross-cultural relations • attract best talents • reduces turnover • reduces recruiting costs • increases innovation and creativity • contributes to company image in order to integrate internal and external publics leveraging their contribution to corporate results • increases the efficiency of communications and feed-back in order to involve all potential contributions from all its diverse publics • among other always measurable indicators

10. From Division to DiversityBackground Programs segmented to focus minorities Diversity Management programs Human Resources Minorities Human Capital Corporate commitment Diversity profile of H.R. Gender Measure Evaluate ROI Barrier analysis Race Religions Communications feed-back Diversity awareness Disabled people Age Training Personal development Inclusion programs Nationalities Cultures The objective of Managing Diversity is to shift from programs focused on segmented clusters; to develop inclusion of all diversities through aligning behind common interests and objectives.

11. EIMDTraining and Conferences • training for responsible of human resources department of the following companies: • Ambulancias 061 • UGT • Cruz Roja • SGL Casadevall • SEAT, S.A. • Nestlé • Transmediterranea • Iberia • Ferrocarrils Generalitat de Catalunya • Ferrocarriles Metropolitanos (Metro) • Taugem • RENFE • Telefónica • Aigües de Barcelona • Consorci de les Drassanes de Barcelona • Port de Barcelona • Merk • Aigües de Sabadell • Ajuntament de Barcelona • Tabacalera

12. EIMDCompany projects • Sara Lee Group (Cruz Verde – Legrain, Grupo Sans, Douwe Egberts).Internal autdit to evaluate the level of implementation of Diversity Policy in the companies. • Motorola. Internationa session for top executives- Managing Diversity for sustainable leadership • Frigoscandia. “Diversity Awareness” project for senior management and employees to start the implementation process of Diversity policies. • FMC. Session on “Corporate Diversity Policy” for senior management to implement Diversity strategies • Lucent Tecnologies. “Diversity Awareness” project to improve the interaction engineers / clients • Transportes Metropolitanos de Barcelona. Develop Diversity Corporate Policy • Monsanto. Diversity Strategy session for corporate leaders of Europe / Africa region • Air Products. Implementation of corporate Diversity policy in its 13 European operations • Almería Diversa - Regional development for the City Council of Almería • Tarragona Diversa - Regional development for the City Council of Tarragona • TEMPORA - Centre of Resources for Conciliacion ( Work / Life policies) • “La Caixa” - Savings Bank in Spain. Develop Work/Life Corprorate policy

13. EIMDProducts and Services I • Consultancy • Design and implementation of the Management Diversity policy and adaptation the international subsidiaries to the headquarters corporate models • Coaching • Support to executives throughout the design and implementation process of a corporate diversity policy in their organisation • Research • Determine the diversity profile of the company and assessment needs analysis • Indicators to measure Regional Development through Diversity Inclusion and Benchmark with other regions • Indicators to measure impact of corporate Diversity and Conciliation policies and Benchmark with other companies • Diversity and Work/Life Programmes Design • Design programmes to create and inclusive climate and Work/Life balance for all employees

14. EIMDProducts and Services II • Communication • Creation of an internal and external communication plan to increase organisation visibility and the integration of its publics • Training • Diversity Awareness session and all personal development training necessary to give support to the Diversity and Work / Life programmes • Measurement and Evaluation • Measurement and Evaluation of economic and non-economic results • Auditing • Auditing of the climate towards internal publics (employees, collaborate, etc.) and auditing of the corporate image towards external publics (clients, suppliers, shareholders, etc.) • European Projects • Presentations of proposals and develop the European Union co-funded programmes

15. EIMDAcademic courses in Spain • University of Valencia (UV) • Polytechnic University of Valencia (UPV) • ESADE – Business School • Conferences in Bosch i Gimpera, Pompeu Fabra, European University

16. EIMDEuropean Projects • “Diversity in Europe” • LEONARDO da Vinci project. Objectives: • “a case based report on best practice of Diversity Management in Europe” through illustration of 72 cases. • Contribution to the development of the European network of Diversity management . • Presentation of the results to the Commission in the Brussels Forum with collaboration of The European Conference Board • TEMPORA • EQUAL Project of the DGV - “A Model for an inclusive Barcelona” • Partnership: UGT, Fomento del Trabajo, Ayuntamiento de Barcelona, Barcelona Activa, I.E.S.E., European Institute for Managing Diversity among others • VISION 2000 • A Human Resources management quality certification program that included diversity and equality criteria • Divers@ • Diversity Management Education, University of Valencia • MARIO • Socio- professional integration of the disable through art and culture • SCALITY • Model for the integration of the aging population in the European Union

17. EU Projects • Anti-Discrimination in the EU • Investigación sobre la situación actual de la implementación de las Directivas del 2000 sobre anti-discriminación por parte de las administraciones locales de los Estados Miembros de la UE – en colaboración con CSES de UK • Business Case of Diversity in Europe 1 • Investigación sobre las buenas prácticas en Gestión de la Diversidad por parte de las empresas en la UE.- en colaboración con Focus Group de UK • Business Case of Diversity 2 • Research program to analyse the situation of diversity and inclusion managemente in 5 strands • Corporate Community through research addressed to the BETP Panel of companies – quqntitative and qualiative through interviews to detect best practices • SMES, research degree of awarness and implementation of diversity and inclusion policies in SMEs in Europe, their needs and barriers , development of tools in competitive markets. • Academic world – state of inclusion of Diversity Management in the Academic community worldwide and specially in Europe – research projects and inclusion of subject in curricula • Link between diversity and innovation – scientific research and best practice of companies • Diversity Charters – code of behaviour of companies and institutions to meet the Directives of Antidiscimination of the Commission of the year 2000. Contribution of Charters • Symposium and final Congress and Report Gender Discrimination – Expert groups to analyse gender barriers in the areas of: child care, maternity and paternity leave, stereotyping, gender violence

18. EIMDParticipation in International conferences as speaker • The Second Annual Working Woman 500 Congress, Washington 10-12 May, 1999 • The 1999 Work/Family Congress: New Era, New Issues, New York 22-24 September, 1999 • The EFQM Forum 2000 “Managing Diversity: A bridge to excellence”, Istanbul 27-28 September, 2000 • Svenka Kommunförbundet “Local Employment Practices”, Malmö, May 31 – June 1, 2001 • MiL, Conference, year 2001 • Women in the Global Economy - Global Women Association – Washington and Barcelona - 2002 • 38 Annual Conference of AEDIPE (Association of Human Resource Managers) “Diversity and Social Responsibility” – Cordoba 2-4 October 2003

19. EIMDExpert Groups and associations • European Council of Diversity and Work/Life of the Conference Board • The Global Forum on Family and Work, US • International Work/Life Summit, UK • State of the World Forum - Commission for Globalisation • Global Summit of Women • Member of: • Alumni Association of IESE • Association of Managers and Executives • AEDIPE (Association of Human Resource Managers) • The World Business Academy • World Organisation for Future Studies • European Women Management Development Network

20. EIMDSome publications • Nueva Empresa, Spain “Gestión de la Diversidad: La empresa entre todos”, December 2000 • Board of The Diversity Journal, US • Diversity in a changing world • The New European Union Employment Strategy • Transnational Diversity Priorities • Informa AEDIPE, Spain, “Humanización de los resultados corporativos”, April / June 2001 • Dinero, Spain, “Aprovechar la diversidad se traduce en beneficios empresariales”, June 2001 • Chapter 20.2 “Gestión de la Diversidad” of the book España 2010: Mercado Laboral, coordinated by Watson Wyatt and edited by Diaz de Santos • Selection, Spain - Diversity; generator of creativity and development