Isabelle Hoyer joins Consileon

Newly created position for more diversity in IT and management consulting

Isabelle Hoyer is now advising Consileon’s management on social diversity in the workplace. The consulting firm relies on the expertise of the founder and mother of two in developing a diverse, inclusive workforce and adapting the work environment to diverse lifestyles and needs. In addition, Hoyer will support the Karlsruhe-based company in internal and external networking and stimulate exchange on topics such as women in consulting, everyday work and family, and the innovative power of a diverse workforce.

Isabelle Hoyer, Senior Advisor Diversität für die IT- und Management-Beratung Consileon

Isabelle Hoyer and Dr. Joachim Schü in interview

The easiest way is simply to let the two key players involved have their say. Both Isabelle Hoyer and our Managing Partner Dr. Joachim Schü give their views on the new cooperation in an interview with Gesa-Luise Rittinghaus, Project Manager at Consileon.

The motivation behind the new job

Isabelle, why did you accept the position as Senior Advisor?

Hoyer: “As a two-time founder, I have been very busy building and developing our own themes and teams for several years. At the same time, I have gained a lot of insight into the challenges and solution approaches in a variety of companies through our corporate partnerships, consulting projects and programs. I am now very much looking forward to, on the one hand, expanding my own horizons and looking beyond the confines of my day-to-day business and, on the other hand, hopefully being able to pass on many of these insights.”

Joachim, why did you appoint the position of Senior Advisor with a focus on diversity?

Schü: “A key point was the realization that while we have always hired competent people, regardless of gender, sexual orientation or identity, social background, religion or ethnicity, we were not actively doing anything for diversity in our company and were therefore also part of the problem. We made a clear decision as a company, in contrast to our previous way of doing things, to not only not have anything AGAINST diversity, but to actively promote and address the issue in our company. I have been inspired by colleagues who have taken a strong initiative in promoting the issue. We want to inspire employees who, through diversity of thought, also inspire our customers and make a contribution to equal opportunities at a social level.”

Why we fit together

Isabelle, why is Consileon a good match for you?

Hoyer: “Great founding stories and founding personalities simply inspire me. As a founder with a still small team, I have great respect for the entrepreneurial achievement of building up, managing and developing a company with 460 employees over 20 years. I have come to know Joachim as a very down-to-earth founder who cares deeply about corporate culture and continues to “build” the company – I find that impressive and very likeable.”

Joachim, what makes Isabelle a good match for Consileon for you?

Schü: “Isabelle really impressed me and us on both a professional and personal level. We had several trusting, appreciative conversations during the initiation phase, as well as a very constructive exchange. In addition, she has a solid, long-standing experience and an impressive reputation. These are precisely the qualities I value highly and always look for in our employees.”

The first common themes for diversity

Isabelle, what do you want to move? Which topics do you want to tackle?

Hoyer: “I see my contribution in particular in supporting Consileon in working towards an inclusive culture that picks up and includes all current and future colleagues. There are really thick boards to be drilled in any company to achieve this – and it is precisely the topic I work on every day in my own and together with many other companies. Progress here will be noticeable, and I hope we can kick it off together.”

Joachim, what do you want to achieve together with her? Which topics do you want to develop further?

Schü: “Isabelle brings a lot to the table, and she will be just as diverse in the advice she gives us. We want to learn how we can attract more diverse employees, win them over and retain them for many years. I am also very much looking forward to exchanging ideas on how we can better network and strengthen our employees in specific areas, such as young parents in counseling, women’s empowerment and safe spaces in the work environment. She will regularly work with employees on specific projects and also spar with me. I’m really looking forward to that.”

What brings the future

Isabelle, what are you looking forward to most?

Hoyer: “Here’s to working closely with my contact at Consileon, who is also a Panda member and with whom I hope to make a big difference, and what I’ll be able to take away for my own entrepreneurial development through the exchanges and insights I’ll gain.”

Joachim, what are you particularly looking forward to?

Schü: “To be able to welcome completely new consultant “types” at Consileon and to be able to think and implement completely new ways and thoughts with them.”

The benefits of diversity

Diversität fördert kreative Prozesse in der Management- und IT-Beratung

The world of work is undoubtedly changing. Western industrialized countries in particular are suffering from a shortage of skilled workers due to demographic developments. Diverse companies can gain decisive advantages here: Those who employ multi-ethnic and mixed-gender teams benefit from diverse perspectives and can thus react much faster to social and economic trends. Particularly in IT and management consulting, this can secure a decisive advantage over competitors. Furthermore, the good image of good diversity management has a positive effect on recruiting.

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