Connect with us


Interview with David Young – CEO of Oxford Analytica



Interviewers: Samir M. El Hefnawy & Mahmoud Mansi

“A key piece of advice that I share with all policy makers and senior executives is to ensure you keep your operational, strategic and investment decisions in the broader context. Specifically, ensure you take into account what is happening politically, economically and socially within the country you are operating in and within the region as a whole…”

David Young

1-HR Revolution Middle East: Could you tell us a bit about Oxford Analytica history and your recent partnership with Emerald Publishing?

David Young: Founded in 1975, Oxford Analytica is the pioneer and gold-standard for trusted and independent geopolitical and economic analysis. Clearly differentiated within the market by our 1500 strong global expert network, our academically robust and proven analytical methodologies, and our extensive and long-standing client relationships, Oxford Analytica continues to be one of the world’s most respected and top ranked geopolitical analysis companies, serving senior executives and policy-makers across public, private and multilateral organisations worldwide.

When my father, Dr. David R. Young, founded Oxford Analytica he had one purpose in mind – “To enable our clients to embrace the challenge of change and to further the frontiers of enterprise and progress, whether that be political, economic or social.” You can read more about the founding and the history of Oxford Analytica on our website here:

Our partnership with Emerald Publishing is tremendously exciting as we take our geopolitical daily analysis that is distributed to senior executives and policy-makers within public and private organisations and we distribute it to academic institutions. The hope is to ensure students and academic institutions have the highest quality macro / geopolitical analysis from which to help frame strategic, operational, investment and policy teachings and decisions. As we are all aware, the world is increasingly interconnected, fast-paced, and complexed. It will be increasingly important that teaching incorporates geopolitics so that decisions can be contextualized within the broader political, economic and social environment that will determine the winners from the losers.

2-HR Revolution Middle East: Oxford Analytica offers consulting services and courses, tell us more about them?

David Young: In addition to our geopolitical analysis, with The Oxford Analytica Daily Brief as our flagship subscription service, and our events business we do have an Advisory service. Our Advisory Practice consults clients on the impact of macro factors on their commercial and strategic goals and operations. Increasingly our Advisory Practice is sought after as a thought leadership partner, where we analyze key issues shaping tomorrow including; The Future of Work, Sustainable Trade, Digital Health, Global Trends to 2035, Infrastructure in Africa and Gamification of Education to name a few topics we have provided pivotal thought leadership on in 2019.

3-HR Revolution Middle East: How business consulting is changing nowadays?

David Young: Within the arena of geopolitical risk consulting, it is certainly becoming a more and more competitive industry. The reason is because to have long-term sustainable performance, organizations must take into account the broader political, economic and society factors. We are certainly focused on ensure we are a “client-ready” organization ensuring that we are responsive to work with clients to manage and mitigate risks, but also that we can proactively work with clients to identify new growth opportunities.

4-HR Revolution Middle East: What are the top three traits of successful consultant that the businesses should look for when they want to get some help?

David Young: There are so many traits that make a successful consultant. The three that jump to my mind immediately are:

  1. Subject-matter knowledge – to add value you have to know what you are talking about.
  2. Strong communication skills – this is key to building trusted relationships with clients and clearly explain solutions to complex problems.
  3. Curiosity and logical thinking – not only is it important to approach problem solving with a logical and strategic approach, but increasingly in today’s society we need consultants and the firms they work for to have a sense of curiosity and intrigued. New solutions to new problems will be key to advancing business, government and society.

5-HR Revolution Middle East: Could you tell us about “A day in the life of Strategy Adviser”?

David Young: Haha. It’s fun, engaging and challenging and I hope a day that provides reward as we help clients navigate some of the world’s greatest challenges. Our Associates have the opportunity to work with a variety of clients and a variety of engagements at the same time so it provides a great learning experience and a very engaged day.

6-HR Revolution Middle East: What are your advice for Contemporary Leaders, with a special focus on the one from MENA region?

David Young: A key piece of advice that I share with all policy makers and senior executives is to ensure you keep your operational, strategic and investment decisions in the broader context. Specifically, ensure you take into account what is happening politically, economically and socially within the country you are operating in and within the region as a whole. Moreover, ensure you create a proactive strategic approach so you not only survive, but can thrive by seizing new opportunities. And, place great value on the necessity to have an organization that is operationally agile. This will help to manage and mitigate the risks while providing the ability to seize new opportunities that will be critical for long-term sustainable growth.

7-HR Revolution Middle East: Whats the advice you would like to share with fresh graduates to make their way up the ladder?

David Young: Work hard. Don’t take anything for granted. Ensure you respect who you work for and that you are in a role where you learn practical skills. Have a deep sense of curiosity to challenge and to learn. Spend less time on your phone and social media and instead read and live through new sharing new experiences. And, be patient. Success doesn’t happen overnight. You have to work hard, learn and to earn it. One final point, build your own global network of people you respect, enjoy working with and who can help mentor you in your own career.

8-HR Revolution Middle East: Could you tell us one of the challenges you faced at work and how you managed it?

David Young: The greatest challenge we have each and every day is ensuring our 200+ clients understand not just what is happening in the world, but importantly given what’s happening in the world what it means to them and to their strategies, investments, operations and policies. To ensure we best help our clients build long-term sustainable initiatives and solutions, a key to this is truly understanding our clients. And so, I spend a lot of time speaking with our clients around the world to make sure we understand what they care about and why. This then all helps enhance our Daily Brief analysis.

9-HR Revolution Middle East: Could you tell us more about Hawque & CED – what have you been doing with them?

David Young: I do have the privilege to advice Hawque and CED. As a start-up, I work with the CEO of Hawque to identify new business development opportunities and to strategize on how the firm can grow. Regarding The Committee for Economic Development (CED), I sit on two Committees, Women in Leadership and Education. On both of these Committees, we look to discuss what key policy research initiatives need to be conducted in order to advance both of these critically important topics.

10-HR Revolution Middle East: What were the top management issues most critical to long-term competitiveness for businesses, which you have seen and managed at Monitor Deloitte?

David Young: One of the key issues will be the speed of innovation. Technological developments are facilitating a pace of change that is quicker and more complex than ever before. For businesses to have long-term success, they must embrace change and push the boundaries of innovation. Today, you can’t take anything for granted.

11-HR Revolution Middle East: Whats your take on Blockchain and Crypto Currencies like Bitcoin and Ethereum, especially after European Central Bank announcement of considering a crypto-euro?

David Young: Put it this way. These are not going to just disappear. They will continue to play a significant role in adjusting our financial services sector. The extent to which they will adjust business processes is yet to be seen, but both will continue to be transformative, especially Blockchain.

12-HR Revolution Middle East: Could you tell us how you assess the role of innovation in business and management – looking at AI, AR & Robotics and their effect on the humans?

David Young: Innovation overall is absolutely critically important. Not only does a sense of creativity and innovation need to be embedded in to the operating model of a business, but it also should be instilled into the mindset of everyone within that business. When we look specifically at AI, AR and Robotics, one of the important debates moving forward will be that of trust and how do we as a global society ensure we advance society in a moral and ethical way that is right.

13-HR Revolution Middle East: How will e-learning help leaders especially with resources like Expert Briefings from Oxford Analytica?

David Young: Expert Briefings from Oxford Analytica will importantly offer contextual learning. Business decisions and teachings don’t operate in isolation. Business decisions operate in a complex global environment. Realizing this, Expert Briefings from Oxford Analytica will help ensure students and professors can put business strategy and operations in the wider context of what is happening politically, economically and socially. These Briefings will enhance the learning / teaching experience and create a more knowledgeable and thoughtful workforce moving forward.

14-HR Revolution Middle East: What should we look for in 2020?

David Young: There are so many intriguing developments and issues in 2020. The future of US-China relationships will obviously be a key issue area. In addition to this we will see how Brexit evolves under the leadership of Prime Minister Boris Johnson. We will have an intensely awaited US election in November. Excitingly, we have the Dubai 2020 Expo, which should be incredible, and we will see how Saudi Arabia advances its strong efforts economic diversification. What is for certain as we look to the year ahead… it will not be boring.

15-HR Revolution Middle East: A book you recommend, a proverb you believe in, a movie you enjoy and a place you want to visit – tell us, please.

David Young: It’s not exactly a proverb, but it’s a saying I learned while at business school at Georgetown University. It’s a saying that has really stuck with me over the past years and emphasized the importance of building respectful relationships: “Say what you mean. Mean what you say. And, don’t say it mean”.

As for a book, I’ll go with Blink by Malcolm Gladwell. Blink – The Power of Thinking Without Thinking is Malcolm Gladwell’s second book. It presents in popular science format research from psychology and behavioral economics on the adaptive unconscious: mental processes that work rapidly and automatically from relatively little information.

And… a place to visit. Given the increasing importance of the Middle East and the amazing cultural diversity of the region, I’d love to spend more time throughout the entire region.

16-HR Revolution Middle East: What you wish to say to your readers in MENA region?

David Young: While the region as a whole will continue to face a wide variety of economic, political, social, and security challenges, it is a region that holds great promise. Economic diversification and education in building an advanced workforce will be two really important factors to moving countries in the right direction. But the potential is there and it will be exciting to see how countries and the region as a whole move forward throughout 2020 and the decade ahead.

Thank You


Q&A with Yasmine Yehia | MEA Employer Branding Manager at Schneider Electric, Life Coach & Consultant



Interviewer: Mahmoud Mansi

“To be able to have a strong brand, you need to start from within – you need to have an attractive story to tell so if this is not there, it won’t be the right time for employer branding. I always tell the people I teach employer branding – fix internally first and then you will have something to say externally.”

Yasmine yehia

HR Revolution Middle East Magazine: How would you introduce yourself to the audience?

Yasmine Yehia: I am an Employer Branding expert, a certified life and career coach from the ICF, a public speaker and a certified trainer!

HR Revolution Middle East Magazine: How do you define Employer Branding in your own words?

Yasmine Yehia: Employer Branding is the art of story-telling, each employer has a story to tell, and this story is very useful for those who are interested in the company. A story about values, a story about culture, a story about care – a story about authenticity and uniqueness.

HR Revolution Middle East Magazine: What does an Employer Branding Manager do?

Yasmine Yehia: An Employer Branding Manager is someone who is an expert in storytelling, someone who is also an expert in the employer strategy and people vision and who is talented in showing what differs the employer from any others in the market.

HR Revolution Middle East Magazine: Employer Branding is one of the new global trends in HR, yet still not implemented in several countries and among many organizations. Why do you think some organizations have concerns regarding implementing Employer Branding as a comprehensive initiative?

Yasmine Yehia: I don’t think it is a matter of a concern at all – I think it is a matter of time and maturity. To be able to have a strong brand, you need to start from within – you need to have an attractive story to tell so if this is not there, it won’t be the right time for employer branding. I always tell the people I teach employer branding – fix internally first and then you will have something to say externally.

HR Revolution Middle East Magazine: How do you measure the ROI of your Employer Branding initiatives?

Yasmine Yehia: Oh God, there are zillions of ways to measure the ROI of our initiatives and campaigns, as sophisticated as a brand awareness analysis to as simple as the quality of CVs we’re receiving for open vacancies. Measuring the pride and engagement of employees, measuring engagements and reach on our employer branding social media posts.

HR Revolution Middle East Magazine: Who are your main stakeholders and partners in the Employer Branding process?

Yasmine Yehia: And like I teach in my workshop – Employer Branding is never an independent function, actually we cannot even function or deliver alone, it is a collaborative work between us, HR and Marcom.

HR Revolution Middle East Magazine: Can you share with us one of the challenges you have faced in your current job and how you overcame it?

Yasmine Yehia: Managing a complex region like MEA is quite tough and I think the deep knowledge of each country in the region was my main challenge – what is it that my target audience in each country look for in an employer? I overcame it with loads of study and education and also with using the help of specialized agencies to provide me with the needed reports.

HR Revolution Middle East Magazine: What pieces of advice would you give to organizations who want to empower their employer brand?

Yasmine Yehia: Be authentic! Start from within and have an authentic story to tell. You will reach the hearts of your target audiences effortlessly.

HR Revolution Middle East Magazine: Jessie (if we may call you with your nickname), we are curious what is the first job you ever had and what is the most valuable lesson you have learnt from it?

Yasmine Yehia: My very first job was an IT Recruiter for fortune 1000 companies in USA – I learned the art of assessing and dealing with people, if there is one thing recruitment has given me, it is the strong people skills!

HR Revolution Middle East Magazine: You are also a certified Life Coach, how does this help you in your role in HR?

Yasmine Yehia: In both HR and Employer Branding your main customer and target audience is people, right? A life coach listens to so many people, to their issues and struggles, it makes you a people person by heart – it gives you the perfect listening skills and it strengthens the way you interact and communicate with people, and this is exactly what you need as an HRian!

HR Revolution Middle East Magazine: As a Life Coach, what advices do you have to professionals who want to sustain a work-life balance? Do we all need to have a work-life balance?

Yasmine Yehia: YES, we all need a work life balance definitely – you need time for yourself, to recharge, reflect and develop. I’d tell them, make the time for yourself a priority – do not miss it, this time is actually good for your work too because you will always have the right energy to continue. If there is a learning lesson from 2020, it is the importance of our mental health. Have a routine and this routine must include time for yourself!

HR Revolution Middle East Magazine: As a Career Coach, how do you think Covid-19 impacted the employment market?

Yasmine Yehia: Well, from what I see from my clients – so many people are thinking to shift careers post covid-19. Some of them must because they lost their jobs and some of them realized the importance of mental health, so they decided to leave a very stressful career. I think moving forward companies will have to learn to be flexible in their hiring process and start accepting candidates having the right skills for a job rather than a big number of years of experience! It is hiring for talents not years! People also need to be more resilient and smart in using their skills.

HR Revolution Middle East Magazine: Finally, as a Trainer – why do you think personal branding is very important? We know you teach the topic.

Yasmine Yehia: In a world that has gone totally virtual – people need to learn how to build a strong personal brand online, it is how you will smartly use your skills and get paid for it! You no longer have the big chance to meet your recruiters face to face, following the new ways of working, we are heading towards working from home and flexible hours more, your personal brand is the only thing that will differentiate you in the market and open doors for you.

HR Revolution Middle East Magazine: Thank you for your time, would you like to say anything?

Yasmine Yehia: Thank you for having me – I hope I continue inspiring those interested in the employer branding career!

Continue Reading

Civil Work

Q&A with Sherihan Elkamash; Researcher at the Center of Strategic Studies, Bibliotheca Alexandrina & Charity Activist



Mahmoud Mansi

“I am always trying to not lead members, but inspire them and gain their trust by encouraging my team to work on new projects. I help them make their work plan, and I provide them with some guidance and coaching to finally have a successful deliverable to help impact more people in the community.”

Sherihan Elkamash

HR Revolution Middle East Magazine: Sherihan you are multi-talented and active in building the community in several different ways, one of your main roles is working at the Center of Strategic Studies at the Bibliotheca Alexandrina, can you tell us more about your role?

My main work is about making strategic researches. I also, write articles about the recent international political events. One of the main roles for me is to organize virtual discussions to discuss different economic and political subjects. I am always in contact with high profile degenerates in the political arena to make interviews with them to be published. I am also the social media specialist for the center, responsible for managing the official page by managing and posting the news, declare about the new events and conferences for the center.

HR Revolution Middle East Magazine: Across your career you have worked in different careers and gained different experiences. Can you tell us what did you learn from these experiences? And how those skills are helping you at your current role?

I have been working in many fields since a young age I have acquired professional experience in many fields for the past fourteen years; working in NGOs, media, research, translation and communications. These experiences taught me to navigate in different kinds of structures (public/private/international), as well as dealing with the internal dynamics of each organization. In my previous roles, I have demonstrated exceptional ability to manage external stakeholders including senior government officials, high-profile clients, and well-regarded organizations. As a trilingual officer, I can communicate effectively in Arabic, English and French.

Working in all those fields taught me how to work in full power with a great performance, deliver my work in a high quality and always being in time and following the timetable.

HR Revolution Middle East Magazine: You also have your own charity project “El Rahmoun”. Can you tells us more about managing people in a charity structured projects?

Let me first talk about myself when I was a regular member in NGO’s and volunteer projects. I starting volunteering since I was a 13-year-old school student. During those 21 years in charity, I’ve learned many things:

-I learned how to take the initiative to start new projects to help the maximum number of people in need.

-I learned more about contributing to the community and helping solve issues.

-I learned how to deal with all categories in my society, understanding their needs and being helpful to them.

-It is not only about leadership, but I have also been a great “team member”, by coming up with new ideas, working with enthusiasm and integrity.

As a founder or a leader for “El Rahmoun” charity group – like any business structure or project – it depends on the number of volunteers whether they are many or few, based on that we put a strong administration and operations management plan.

I am always trying to not lead “El Rahmoun” members, but inspire them and gain their trust by encouraging my team to work on new projects. I help them make their work plan, and I provide them with some guidance and coaching to finally have a successful deliverable to help impact more people in the community.

There is an interesting difference between a traditional corporate structure and a charity structure. In charity the individual is the one who deicides his/her responsibilities and commitment to the charity work. I cannot obligate them to attend the events or to do their tasks. Which means that I have to be their friend so they love me and maintain a good communication with the youth, meanwhile at the same time I have to be their leader when it comes to the big decisions. And this is the most difficult part. I think after 3 years of continuous work, while our volunteering community is getting bigger… my team and I are doing it well.

HR Revolution Middle East Magazine: How do you define success your own way? And what would be your success tips for youth?

I have learned the perfect strategy to achieve success, it is balance. We all have the desire towards success but those who are working and planning for it are the ones who are reaching their goals in a steady way. We all grew up with big dreams, seeking success in life, but few of us who understood that sustaining the success is the hard part. Balance is the key, youth need to know the importance of balance in their life between their studies, hard work, community service and social life. Youth need to make balance between physical, emotional and spiritual elements, to keep the high performance in everything they do. When we maintain our balance it shortly affects our sense of security and helps us to move forward. The balance in all activities in our days helps us maintain our mental health in order to have healthy minds and lifestyles. Stress is a serious threat to Youth and one should make it a priority to keep the stress away because stress prevents success.

Balance = Success

HR Revolution Middle East Magazine: With the development of technology, virtual communication and accessibility to knowledge, do you believe that some jobs are in threat? Can some careers take another form, offer different services and still impact the community?

The whole world is turning digital. The easy access to knowledge and data is the way of living now. Well, the development of technology can never be a threat. It actually helps us and is not a threat to our existence nor to anything created or made by the human being. NEW careers have been created and much more are on their way to glow and have place due to the virtual life. Furthermore, thousands of activities and services are provided through the internet now (website- social media) which also supports entrepreneurs and organizations to easily create new projects.

The Egyptian Government is taking the same track now in most of its governmental institutions. The pandemic helped a lot. It was a red light to hurry and accelerate our path, not only organizations that are turning digital but also individuals are becoming more focused on e-learning and other daily life services and in their lifestyles. I am very optimistic; because of the development of technology, new jobs are opening and great opportunities for youth which is very advantageous, beneficious and profitable to the growth of our great Nation EGYPT and to the rest of the world.

Thank you Sherihan for this interview and for developing and inspiring the community in such a unique way!

Continue Reading






HR Revolution: Ciao Fabio, grazie per aver accettato la nostra intervista e per quanto vorrai condividere con noi. Cominciamo: chi è Fabio De Lucia?

Fabio De Lucia: Ciao e grazie per questa intervista. Sono nato il 21 marzo del 1986 e il percorso accademico mi ha qualificato come perito commerciale con il massimo dei voti. Dopo la maturità e coerentemente con il mio approccio pratico alla vita, trovavo inefficace continuare a studiare per qualcosa di “non-tangibile”, quindi sono partito per Parigi e una volta rientrato, ho trovato impiego presso un’agenzia viaggi nel 2005. Ho iniziato a interessarmi a piani di sviluppo per implementare e migliorare i prodotti offerti. Credevo in quello che facevo ma, non trovando riscontro positivo da parte del mio titolare, ho rassegnato le dimissioni. All’epoca conoscevo già il mio caro amico e colui che sarebbe diventato il mio socio, Andrea (Dettole), il quale lavorava nel settore utilities nel nord Italia. Unendo le nostre conoscenze e competenze, nel 2008 abbiamo avviato Sundera, azienda di vendita servizi Business To Business (o B2B) e assistenza nel campo delle utilities: mi occupavo principalmente dei piani di sviluppo commerciale.

HR Revolution: Come nasce la web agency Deraweb e quale la sua mission?

Fabio De Lucia: Dall’esperienza positiva pregressa, nel 2016 abbiamo deciso di fondare con Andrea la società di marketing digitale Deraweb, brand partner della primogenita Sundera. L’impreparazione dei titolari di partita IVA in fatto di marketing e digitalizzazione dei prodotti aziendali – riscontrata a livello nazionale – è stato il fattore chiave che ha dato vita a Deraweb. La nostra azienda ha l’obiettivo di fornire strumenti efficaci per lo sviluppo aziendale in prospettiva di promozione digitale. In quattro anni il nostro pacchetto clienti è cresciuto in tutta Italia e su piano internazionale, acquisendo 600 clienti e con proiezione di raggiungere quota mille entro fine anno. La famiglia Deraweb conta oggi 15 dipendenti e 20 consulenti.

HR Revolution: Le Risorse Umane sono le componenti-chiave per il successo imprenditoriale. Il COVID-19 ha inevitabilmente imposto un cambiamento degli equilibri nella gestione aziendale. Come avete affrontato la sfida in fatto di nuovi assetti, ripianificazione e gestione del personale?

Fabio De Lucia: Il nostro metodo operativo prevede la maggior parte del lavoro da remoto. Gli strumenti digitali dunque, si sono confermati lo strumento indispensabile nel nostro lavoro; la pandemia è stata un elemento positivo in fatto di consolidamento di Deraweb. Si è trattato di un periodo di transizione per tutti. Nonostante uno stop forzato per alcuni e il crollo degli incassi nel mese di marzo, i nostri dipendenti si sono messi a completa disposizione dell’azienda, dei clienti, contribuendo in modo non indifferente alla buona riuscita degli intenti. Ci sono stati tutti vicini. Sono stati bravi e vanno tutti elogiati per questo.

HR Revolution: Cultura Digitale Aziendale: la risoluzione di problemi attraverso l’utilizzo di strumenti digitali si è rivelata un elemento vincente nella gestione del pacchetto-clienti durante la crisi pandemica?

Fabio De Lucia: Da titolari di azienda, nel supporto ai clienti e per una gestione ottimale dei servizi offerti, abbiamo deciso di operare in modo differente rispetto ai concorrenti. Abbiamo fornito gli strumenti necessari alla “sopravvivenza pandemica” con metodo studiato e mirato, soprattutto gratuito. In che modo? Creando manuali, guide strategiche “BUSINESS WORKOUT”, webinar e consulenze gratuite a disposizione dei clienti per evitare il fenomeno dell’inazione. Non a caso, il feedback è stato assolutamente positivo: abbiamo rafforzato il rapporto di reciprocità e fiducia con i nostri clienti, premiando inoltre coloro i quali hanno rispettato le scadenze in un periodo tanto complesso, fornendo un’estensione gratuita di un mese del servizio. Quest’approccio ci ha permesso di registrare risultati esponenzialmente più alti nel nostro ambito, a dispetto delle previsioni che la condizione economica generale avrebbe imposto.

HR Revolution: Spesso si pone l’accento sulla fidelizzazione del cliente, sottovalutando che la riuscita di un progetto o l’acquisizione di un contratto, derivi da un’ottima commistione di professionalità ed energie di un gruppo omogeneo e coeso. Dicci di più del tuo team. Sono importanti la Diversità e l’Inclusione in Deraweb e perché?

Fabio De Lucia: Assolutamente sì, per noi Diversità e Inclusione sono importanti. E rendono Deraweb un ambiente stimolante: il clima aziendale assume il giusto equilibrio tra competenze, rispetto delle qualità di ognuno e dimensione umana. Abbiamo messo in atto un modello di leadership che ispira gli altri e invoglia a migliorarsi. Dal consulente commerciale al servizio clienti, ai tecnici grafici, addetti marketing, comunicazione e social media, l’elemento della formazione continua inoltre, ha permesso di stabilire la gestione dei progetti in cui, senza più necessità di definizione esplicita, ogni membro del gruppo conosce esattamente il suo ruolo all’interno del processo. 

C’è fiducia e stima reciproca, spirito di sacrificio e altrettanta collaborazione. Da parte nostra c’è attenzione alle proposte di ognuno. Il mio lavoro mi ha dato modo di visitare tante aziende e conoscere altre realtà, ma qui da noi c’è un clima diverso, un clima che piace e che permette di lavorare secondo un equilibrio che dimostra quanto i nostri ragazzi siano “allineati”: in Deraweb proprio non riesce ad arrivare qualcuno che non abbia i nostri stessi valori.

HR Revolution: La Parità di Genere è un obiettivo di rilievo in una realtà aziendale. Definiresti l’equilibrio di genere parte integrante del vostro successo?

Fabio De Lucia: Sì, le donne nella nostra azienda sono un valore aggiunto e particolarmente apprezzate. Hanno un approccio naturalmente diverso all’ascolto del cliente e alla gestione di una richiesta. Sempre attente ai dettagli, precise, sicuramente meno impulsive in fatto creativo rispetto agli uomini. È una scelta aziendale mirata, quella di impostare gruppi di lavoro misti: sono la sintesi perfetta che genera stabilità. In Italia si parla troppo poco di Parità di Genere sul posto di lavoro, noi invece siamo ben felici di dare possibilità di crescita e carriera alle nostre dipendenti, mamme incluse! Sono tutte ben accolte, troviamo che siano una risorsa irrinunciabile e grande indice di maturità nel nostro team. Da sempre puntiamo su piani di sviluppo aziendale assolutamente paritari; la famiglia Deraweb è un gruppo eterogeneo che ha fatto anche di questo equilibrio un punto di forza. 

Grazie Fabio per averci aperto le porte di Deraweb e condiviso con HR Revolution Middle East, l’esempio positivo di una realtà aziendale solida che ha fatto delle Risorse Umane il suo motivo di orgoglio!

Continue Reading

Recent Posts

Articles21 hours ago

Stevie Awards Winners’ Articles Series – Boehringer Ingelheim

“We are powered by people, we share a common purpose that drives everything we do, we serve mankind by improving...

Corporate5 days ago

Q&A with Yasmine Yehia | MEA Employer Branding Manager at Schneider Electric, Life Coach & Consultant

Interviewer: Mahmoud Mansi “To be able to have a strong brand, you need to start from within – you need...

Magazine1 week ago

Stevie Awards Winners’ Articles Series – Eng. Abeer Mahmoud Ramadna

“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government...

Civil Work2 weeks ago

مقابلة صحفية مع إيناس عبدالقادر – مهندسة نسيج ومتحدثة في مؤتمر تيدكس وادمدني بالسودان

صحافة: محمود منسي ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن...

Articles2 weeks ago

Stevie Awards Winners’ Articles Series – Asiacell

“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities...

Interviews2 weeks ago

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

Interviewer: Mahmoud Mansi “After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence...

Interviews2 weeks ago

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need...

Interviews2 weeks ago

Q&A with Mahmoud Sami Ramadan – Digital Advertising Specialist, Dubai

Interviewer: Mahmoud Mansi “I am going around and discovering and jumping from one field to another, to be able to...

Articles3 weeks ago

Qisaty Project & Developing Talent in Children with Special Needs in Egypt

Edited By: Mahmoud Mansi Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support...

Articles1 month ago

Stevie Awards Winners’ Articles Series – Kuveyt Türk Participation Bank Case

“Each institution’s culture is unique. Employee culture and corporate culture should create a common blend” Nomination: Stevie Internal Communication Bronze...