The key to success is in diversity. An increasingly interconnected world brings us closer together. We do indeed differ as regards origin and culture, age, gender and gender identity, sexual orientation and identity, religious beliefs and worldviews and our physical and mental abilities. But as different as we may be, what we have in common is just as great.
Diversity develops where differences combine under a shared objective. And from diversity social and economic opportunities and challenges arise. The following points show with what strategies SMEs and large companies and organisations, the public sector, and associations, societies, and foundations can increase their economic success through workforce and cultural diversity.
Diversity management picks up on manifold topics and starts at many different points. Its introduction and implementation follow a clear plan with higher-level key questions:
- The benefits: How and where can diversity management be helpful, for instance as regards customers and clientele, supplier companies or business partnerships?
- The initial situation: How are the workforce, the customers and the supplier companies composed? What diversity measures already exist without organisations being aware of them?
- Planning: How can diversity be introduced or strengthened in the organisation? One could specify, for instance, the implementation period, opportunity and implementation costs, and effects and risks.
- The implementation: What steps lead to the goal? In what time period is it intended to implement specific measures? How are they communicated in the company?
- The success: What effect have the measures had? How can each of them be optimised, stopped or expanded to other areas?