Imagine if only clones worked in the entire company. Every function would be performed by a clone with exactly the same knowledge, the same ideas and the same skills. - A horror scenario, isn't it? - If we don't work together with our different skills and perspectives, it won't work.
What is diversity?
Diversity means variety. In the corporate context, we use diversity when we talk about society or a group of people. . Diversity is characterised by various attributes, such as age, gender, ethnic origin, religion, sexual orientation, physical and mental abilities and social background. A person usually has several diversity characteristics.
We can only influence many of these characteristics to a limited extent or not at all - for example, we cannot change our age. However, we can influence our gender or gender identity. However, our birth gender - i.e. the gender we were born with - remains the same.
Deep dive into the topic of "diversity"
Diversity characteristics: Influenceable and non-influenceable factors
Categorising by influenceability is helpful because we have to take responsibility for our own decisions and, conversely, are also responsible for not discriminating against others for characteristics that cannot be influenced.
Diversity characteristics can also be categorised according to their visibility. There are characteristics of people that are more visible or perhaps even completely invisible. People with visible diversity characteristics, such as dark skin colour, are more likely to be affected by overt discrimination, while people with invisible characteristics face other barriers. For example, a colleague with a chronic illness that is not outwardly visible could be perceived as lazy, even though they actually put in more effort compared to the other healthy team members.
What about Equity & Inclusion?
Equity and inclusion are often mentioned in connection with diversity. Equity means ensuring equal opportunities for all. The goal is to create a work environment that enables and promotes fairness, equity and access to equal opportunities for all employees. Together, barriers that hinder the full participation and inclusion of certain groups or individuals should be identified and prevented.
Inclusion means that every person inherently belongs. In organisations, all employees should be given the opportunity to contribute, regardless of their abilities and backgrounds. Appreciation plays a central role in collaboration. Together, barriers that hinder the inclusion of certain groups or individuals should be identified and prevented. The aim should be to create a working environment in which all people have the freedom to be themselves.
Diversity, equity & inclusion in the company
Diversity plays a role in all areas of a company. The issue of equal opportunities begins with the application process and continues with promotions. And ultimately, diversity is also an expression of the fact that a company assumes social responsibility. Inclusion and participation are reflected in the fact that companies ensure that all employees have access to the company's resources and can contribute and participate equally. In concrete terms, this means that working environments, processes and guidelines are designed in such a way that they are accessible and usable for all employees. This includes breaking down barriers and prejudices. In conjunction with the framework conditions set by the company, this also requires initiative and courage from each individual. Then everyone wins.
Diversity in different perspectives and experiences not only contributes to a broad wealth of knowledge, but also challenges the status quo and thus promotes progress. An inclusive working environment not only supports those who have previously struggled with obstacles, but also benefits the community. Watch out! Because the level of knowledge, needs and opportunities are constantly changing, we must also constantly review and adapt our focus and actions.
How to get diversity right?
From target image to concrete measures: To actively anchor Diversity, Equity & Inclusion (DE&I) in the company, you need a target image. Ask yourself the question: Where is the company now and where does it want to go? Once you have defined the target picture, you need to think about what measures you can take to get there and how long it will take you to get there. This is the art of planning correctly. It usually takes time to anchor DE&I in the company and a lot doesn't always help a lot. It's best to think specifically about what you can do in the next year to get closer to the target and break down the measures into quarters. Here you can also use classic project management approaches such as the OKR method or a milestone plan.
Concrete measures to get started: Talk, talk, talk - Start by raising awareness of the topic.Allow controversial discussions, listen to both supporters and opponents.Develop a sense of where the "shoe pinches" in the organisation.You can also start with training courses such as Uncoias Bias.Emotionalise the topic - let people have their say who may have experienced disadvantages both privately and professionally due to their gender, skin colour or social background.Another lever to start with is goals.Here you should think specifically about which goals are realistic to achieve with the available resources. Time is also a key factor in determining whether a goal can be achieved. Goals should always be measurable. The SMART formula can help you here.
Clear expectation management: Not everything will change overnight. Changes take time - both in people's mindsets and in the diversity of the people who work for a company. However, you have the opportunity to get the ball rolling and set the course for more diversity in the company.
To conclude: the basic principles you have read here can also be found at the Charta der Vielfalt e.V. and the Federal Anti-Discrimination Agency. These are also valuable points of contact if you want to explore the topic in more depth.