NADINE CYJACK

Nadine Cyjack

NADINE CYJACK

Managing Director – SPRINGER NATURE LISBON

About

Nadine Cyjack is the Managing Director of Springer Nature’s Lisbon Tech Hub, where she drives strategic initiatives and fosters a culture of inclusion, innovation, and collaboration across a growing team of nearly 100 professionals. With over 15 years of international experience in HR, organisational development, and executive leadership, she has been instrumental in shaping people strategies, driving cultural transformation and embedding DEI into the core of global business practices. 

 

Nadine has played a pivotal role in building diverse, high-performing teams and fostering inclusive workplace cultures. Passionate about equity and community building, she actively partners with universities, local tech communities, and industry organisations to promote representation, belonging, and inclusive career pathways in the tech sector. Through these efforts, she works to increase visibility and create meaningful opportunities for underrepresented talent across the industry. 

 

Her work spans employee experience, organisational development, change management, and community engagement, with a strong focus on creating equitable opportunities and inclusive environments in the tech and publishing sectors. At the intersection of strategy and empathy, Nadine brings a global perspective and a deep commitment to building workplaces where everyone feels valued, empowered, and able to thrive. 

 

 

Sessions​

May 21, 2025 11:50 AM

PANEL DISCUSSION: Corporate America's DEI Retreat: What It Means for Global Values-Based Leadership

This panel will explore the rollback of Diversity, Equity and Inclusion (DEI) initiatives in corporate America and the broader political, moral and cultural impact it has globally. Experts will discuss how HR leaders can respond and continue to champion inclusivity amid these challenges.

  • How can HR leaders sustain DEI values in a politically charged environment?
  • Is the rollback of DEI initiatives a sign of deeper leadership and moral challenges?
  • What is the long-term impact on corporate culture and employee trust when DEI is sidelined?

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