Kategorie: DSGVO

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Bucerius Innovation Day 2021

We – my Innovation Partner Sandra Thiel, my Regional Technology Director Christiane Müller-Haye and Daniel Wilkus from the ITSC – have been at the Bucerius Innovation Day  in Hamburg.

All around Platform Economics – is it more of a chance or risk for the legal industry?

Sandra and I introduced the legal industry part with the general thought process of law firms around platform economics, our expectations and experiences.

Sandra and I singing and dancing at Bucerius Innovation Day
Photos taken and arranged by Christiane Müller-Haye

Andrew Klein from Reynen Court touched on all the beauty of the platform, how it can drive business value and embrace technology within the legal community. Dierk Schindler from Bosch took us through the ride of DIKE, part of the Common Legal Plattform which will hopefully materialise with funding from the GAIA/X budgets.

Marcus Trapp and Claudia Nass from Fraunhofer IESE entertained us with their amazing presentation about chances and challenges of digital ecosystems and platform economy.

  • We are good in aiming for more efficiency and cost savings but what about creating new values in a changing environment?!
  • To create new values you will need new superheroes in the organisation who are free from „we have always done it like this“ to think and innovate.
  • Innovation needs the acceptance that you might fail.
  • If you looking to have a guaranteed ROI after 18 months consider not doing it
  • GDPR does not prevent products. If GDPR is hindering the operation of your product, then it is not a viable idea anyway. From my point of view, GDPR is a competitive advantage.
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Improving diversity and inclusion by recording and reporting data?

in the last few days I read a lot about diversity dashboards as a new instrument to improve diversity and inclusion in work environments.

This may work in the UK or in the US.

But in Germany, it is culturally unimaginable just to ask employees about their race or ethnic origin, their religion (beyond what is necessary to do pay role/or if the employer is a church) or belief, their sexual orientation or identity, or any other potentially diverse attribute. It is strictly forbidden to record and evaluate this in personnel information systems. Interestingly, gender has always been recorded and evaluated. Probably because it was needed in the past to address the employee formally in German.

„Improving diversity and inclusion by recording and reporting data?“ weiterlesen