Vereinbarkeit ist in der New Work Bubble ein großes Thema. In der Realität heißt Vereinbarkeit aber oft, dass ein Partner für die Care-Arbeit die Arbeitszeit reduziert – und das ist zumeist die Mutter. Einer, der als Vater seine Wochenarbeitszeit stark reduziert hat, ist unser Kollege aus der Personalabteilung, HR Manager Marc-Oliver Dopf. Seit vier Jahren gehören seine Nachmittage seinen beiden Kindern im Alter von 10 und 13 Jahren. Das NEW WORK EVOLUTION-Team hat den 48-jährigen zu seinen Gründen befragt, zu reduzieren, wie sich das Modell auf seinen Alltag auswirkt – und was sich tun müsste, dass mehr Väter bereit sind, einen solchen Schritt zu gehen, sei es aus Gründen der Work-Life Balance, für geteilte Care-Arbeit oder zugunsten der Karriere der Partnerin.

Lack of commitment and barely noticeable changes

When companies communicate diversity goals, people expect to see visible progress. However, if these remain inconsequential, barely noticeable, or are perceived as mere symbolic politics or a mandatory program, disinterest arises. The same applies if DEI is not pursued through a strategic approach but only through individual measures, if diversity measures are introduced too quickly and without sufficient planning, if managers do not actively promote the issue, or if there is insufficient data to measure progress. In addition, in times of multiple crises such as wars and environmental disasters, other issues take center stage and DEI recedes into the background. Unfortunately, this is currently evident in political developments that are influencing internal DEI strategies within companies. Led by prominent voices such as Donald Trump and Elon Musk, a strong counter-movement is currently forming in the US, for example, which publicly discredits DEI as “wokeness.” According to an analysis by Deutsche Welle, this attitude is increasingly influencing German companies with a strong market presence in the US, as companies are scaling back their diversity efforts in order to avoid political controversy or economic risks.

What companies should do to avoid diversity fatigue

There are several key actions that can be taken. First, DEI should not be viewed as a one-off, isolated project, but rather integrated into a company's overall strategy. Space must be created for open exchange, critical perspectives, and continuous learning, and there needs to be openness to thinking about DEI as a process—with repetitions, course corrections, and setbacks. On the other hand, managers should also take responsibility, not as a duty, but out of conviction. According to the European DE&I Index Study, only one-third of managers belong to underrepresented groups, even though diversity in leadership has been shown to have a positive effect on corporate culture and DEI efforts. Furthermore, measurability must be created in order to assess progress and impact and to communicate successes, but also gaps, transparently.

Diversity fatigue as a warning sign for poorly integrated initiatives

Companies also have a social responsibility, and in an increasingly complex and heterogeneous society, it is essential that companies also become more complex and heterogeneous. However, if companies do not promote diversity in a convincing and credible manner, this can lead to frustration or fatigue. But the good news is that this diversity fatigue is not the end of the road. Rather, it indicates that initiatives are poorly embedded and implemented. And that can be addressed.

Sources:

https://www.ey.com/de_de/insights/diversity-inclusiveness/dei-im-europavergleich-bilanz-eines-trends

https://www.dw.com/en/how-trumps-anti-woke-push-affects-german-firms-dei-policy/a-72676465

https://cdn.prod.website-files.com/67b322b4f0736791cf0402d6/67e3ffe24d91d2e7f48762e9_Factbook_DE_2024.pdf

1. New Work as an economic factor

Companies that want to position themselves for the future, especially with regard to highly sought-after skilled workers, have no choice but to establish modern forms of work. But that's only one side of the coin. New Work has become an economic factor – teams that embody flexibility, agility, a modern leadership culture, and DEI are demonstrably more productive.

When it comes to reconciling work and family life, the first things that come to mind are childcare, parental leave and work-life balance. However, caring for elder relatives in need of care also affects many employees. We in the NEW WORK EVOLUTION team wanted to know what experiences our colleagues have when it comes to work-life balance. Bedriye Siringül, PR Manager in the art karlsruhe market team, is a carer. We asked her how she manages to balance care and work - in addition to her responsibilities as a mother of three children - and what needs to change so that caring older people or sick family members is more recognised. The 41-year-old, who moved to Germany from Turkey at the age of 7, has been working for Messe Karlsruhe since the beginning of 2019.

Does that mean your grandpa has a so-called "Pflegestufe" (i.e. care level)?

Bedriye: He has cPflegestufe 3, which means he is still relatively fit, but you can tell that he is simply not as stable as he used to be. He can stand up by himself, he can go to the toilet by himself, but he finds it difficult to get into a bathtub, for example, or to stand up from a low position, which is why we have a bath seat and a raised toilet seat. These things make his everyday life much easier.

Your grandpa lives in your parents' house. In other words, your parents support your grandpa in everyday life and you take on the tasks that arise outside the home?

Bedriye: Exactly. But when my parents go to Turkey for a few months in the summer, for example, I also take on their tasks. Then I bring him food and make sure he has taken his medication. Basically, you also have to say that we have a very large family and everyone lends a hand, which is perhaps also due to cultural factors. Fortunately, we have a very broad base, but the responsibility for ensuring that everything is organised and done lies with me.

How would you quantify your time commitment?

Bedriye: It's usually ten hours a week, sometimes more, sometimes less. With doctor's appointments in particular, it can quickly add up to more than ten hours - older people have a lot of GP and specialist appointments. I take my grandad's concerns very seriously and don't simply dismiss his complaints or fears - instead, I go straight to the doctor with him. Surgeries are also an issue in old age: preliminary discussions, accompanying him to the surgery and aftercare appointments. All in all, there's a lot involved. And above all, it's not a self-contained task. When one thing is done, the next comes. That's a big part of the mental load.

Are there situations where it is still challenging? I'm also thinking of the pre-trade fair period, when part-time employees often work full-time.

Bedriye: When we in the art team have our trade fair in February, I don't make any care appointments that aren't urgent in the time beforehand. If I have an urgent doctor's appointment, I discuss it with my market team. And we not only have support from our own eveent team, but also from the PR department. The collegiality among us is simply exemplary.

Regardless of care work, everyone who works also has a life. Messe Karlsruhe is an employer that places trust in you and also tries to make this topic visible. This is demonstrated by the fact that we are sitting here right now and talking about it.

Not all working people have this kind of flexibility. What needs to be done so that people can better harmonise care work with their career? How can care work be better recognised as part of our family obligations in an ageing society?

Bedriye: Topics such as children and childcare, the compatibility of parenthood and work are very present, but the topic of care is not yet. Awareness needs to be significantly increased: Caring is an extreme additional burden for relatives, both mentally and physically. I don't know why this topic is so little publicised. Perhaps because, apart from associations like the VDK, older people have no lobby. I also once read an interesting article about why older people so often dress in muted colours, that this is probably subliminally related to the fact that they are trying to make themselves less visible. And it is a fact that they are often simply no longer seen once they have retired from work!

But there are old people, and there are increasing numbers of them, and therefore also families who look after them and who also need more visibility. That's what I wish for!

Thank you, dear Bedriye, for these insights!

There is no question that the world of work will continue to change in the future. This year, 57 per cent of German companies are already applying In 2024, it was only 20 per cent. Studies by McKinsey, the OECD, the World Economic Forum and the Institute for Employment Research (IAB) also suggest that 30-40 per cent of all activities could be either partially or even fully automated in the next ten years. And while the World Economic Forum's (WEF) Future of Jobs Report 2023 reports the creation of around 69 million new jobs, particularly through new fields of work in areas such as artificial intelligence, big data, cyber security, sustainability and digital transformation, it also expects 83 million jobs to be lost by 2027.

And what can help against FOBO now? The answer: stay informed, educate yourself, but also stay curious

AI will replace individual activities in the future, but not entire professions. In the best-case scenario, employees will even be relieved by AI and can use the time they save through AI for more creative activities. It is also always important to realise that the possibilities of AI are limited, despite everything. AI can define concepts such as self-reflection or social skills for us, but it cannot practise them itself. It cannot feel, it cannot learn to the same extent that we can: through trial and error, mistakes, praise or recognition. Moreover, anyone who actively engages with AI quickly realises that AI cannot function without humans. We are the ones who prompt, evaluate and ultimately decide, because no AI works flawlessly. Another important factor for the future of work is the topic of further training, because the better companies and governments invest in retraining and qualifying workers, the easier the transition to new professional fields will be.

In conclusion, it can be said that the future of work depends less on whether you are replaceable than on how well you help shape change.

Source: https://finanzielle.de/hast-du-auch-schon-fobo/

With our smart trade fair companion, we want to make your visit to the trade fair as easy and relaxed as possible. On the talque event platform, you will find an interactive hall plan that gives you an overview of the individual halls. You can also browse the exhibitor profiles and contact available exhibitors directly via video call or make an appointment with them on site. Another great feature of the app is that you can not only find out about the current trade fair and supporting program, but also put together your own personal agenda from all the sessions. To do this, simply click on Participate in the sessions. You can also find relevant matches among the other participants, speakers and companies and suggest a short meeting via video call or on site directly via the app. And you can use the app to register for the Guided Tours, which will take place on all three days of the trade fair. A new feature this year is that you can use the app to register for the workshops taking place in our workshop area on all three days of the fair.

You can find the app in both the AppStore and the Google Play Store.

Now it's just a matter of downloading the app, getting an overview and getting started from May 6 to 8. Have fun at the event and networking!

On Tuesday, May 6, Persolog will be hosting inspiring workshops on topics such as mental health, effective stress management, resilience in leadership and successfully dealing with change processes. On Wednesday, May 7, Adacor will be hosting exciting AI workshops and providing valuable input on AI-supported knowledge management, next-level HR processes, successful AI transformation and practical applications. And on Thursday, 8 May, Kreissparkasse Böblingen will be offering workshops on push and pull principles in work organization, practical insights from the financial services sector and Design Thinking for Beginners.

Are you interested in practical knowledge in a small group? Then book your slot in the Talque trade fair app in good time - there are only 16 places available per workshop!

Click here for the program

The end of the employer market has set the course for topics such as diversity, inclusion and equality to complement or even trump traditional factors such as salary, job security or leadership. A study conducted by IU International University among 1,200 respondents on the top criteria they use to select their future workplace confirms this change: most frequently mentioned were equal opportunities, work-life balance, openness and acceptance of different characters and personalities as well as meaningful work. The NEW WORK EVOLUTION exhibition in Karlsruhe from 6 to 8 May 2025 will focus on topics such as d, e & i and corporate culture - the online format xChange will provide an initial foretaste with a New Work slot on 30 January. We spoke to xChange speaker Yvonne Weiß, Chief Cultural Officer at Funke Medien Group since one year.

INFO:

Yvonne Weiß will be presenting on the role of the chief cultural officer as part of the online event xChange. Free tickets for xChange and the full programme can be foundHERE.

Hand in hand: AI as a driver for a human-centred world of work

AI and New Work have a common goal: empowering people in the world of work. AI can automate repetitive tasks and free employees from repetitive work. This creates space for creative, strategic and human tasks that are better suited to the needs and abilities of all individuals.

Key areas in which AI is redefining New Work

- Liberation from routine tasks: AI automates repetitive tasks such as data entry, analysis and reporting.

- Increased efficiency: AI optimises processes and saves time and resources.

- Decision-making: AI analyses complex data volumes and provides a sound basis for decision-making.

- Personalisation: AI individualises the working environment and adapts it to the needs of employees.

- New work tools: AI-based tools support communication, collaboration and learning in the new-work environment.

Master the digital transformation with AppSphere: Your companion for AI integration

AppSphere AG supports companies in the introduction of AI-supported New Work concepts. Among other things, we offer :

- AI Adoption Workshop: An inspiring workshop that gets the workforce excited about using AI and aligns the corporate culture with the new possibilities.

- TRINITY solution module ‘Artificial Intelligence’: A comprehensive offer that accompanies companies on their way to becoming an AI-supported organisation.

- Development of AI strategies: Support in the development of a customised strategy for the introduction of AI in the company.

Strong together: Making the working world of tomorrow more human and efficient

AI and New Work are two megatrends that will characterise the working world of the future. AppSphere AG supports companies in utilising these trends to make the world of work more humane, efficient and future-oriented.

Visit us at the New Work Evolution trade fair at stand 3.E20 and let's talk about the future of work together!