Diversity and the Intercultural

Diversity is about difference –
the differences that make us all unique.

William Taylor


People are different and behave in situations accordingly. Because they are diverse, they are like diverse cultural mosaic pieces and therefore react to requirements differently.
What is Diversity?
Diversity means multiplicity, variety and diversification in:

  • Individuality, personality…
  • Age/generation, ethnicity, religion, gender/sexual orientation…
  • Life situation, field of work, seniority, status, salary, power…

A life of cultural diversity makes it possible to have multiple identities which are positive: The more diversely an individual develops, in daily life and work, the more diversity an individual can recognize in others and the more responsibility that individual can take.
Enlightened free-spirits exhibit and champion this. In which organizational cultures is this possible?

Monocultural or multicultural organization culture?
In a monocultural organization, one culture dominates, which is defined by one group. This usually means the cultural behavior of white, protestant, middle-aged males. All the others, women, older people, physically disabled, blacks, etc. are forced to be subordinated.
In a multicultural organization, cultural diversity is supported by and for all. One can assume that the different talents, experiences and competences, lifestyles and perspectives will provide a competitive advantage for the organization.

Which circumstances could lead to diversity management?

  • Aging and a limited range of ages of employees; few older and few younger in the operation,

  • Demographic changes in the society,

  • A loss of managers due to company restructuring,

  • Integration of immigrants in the workforce,

  • Flexible professional possibilities for women,

  • Women in leadership positions.

    • The concept of diversity identifies a link; behind these topic areas are hidden questions concerning how we interact with other humans. In the most extreme sense, it indicates what value they have to us.

    Why does a Diversity-Management Process make sense?

    • To make the various talents, experiences, competences and perspectives of the employees of an operation clear and to identify new internal and external chances for development,
    • To position an organization for new regional, national and international markets and to be prepared for the future,
    • To be competitive, develop the image of the company and gain and keep new clients,
    • To positively develop the company culture and to fairly treat and support the employees.

    • Because it is only fair for no one to be discriminated against!
    • Because it is only fair for equal chances to be created!
    • Because for an organization to be a "Lernende Organisation," an organization that is constantly striving to improve and grow, the potential of diversity has to be kept in mind.

    Diversity Management is a holistic management concept that has the following goals, value assessment and the explicit support of diversity.

    This regards

  • the policy and the guidelines of the organization (commitment),

  • the workforce and the hiring structures (hiring criteria, job interviews),

  • the measures and programs (projects, continuing education and trainings),

  • the clients and the marketing (acquisition, client-orientation, product extension),

  • monitoring and controlling (observation and evaluation).

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