diversity management as a factor of economic success 0

Diversity Management as a Key Factor

for Business Success

360° of Diversitydiversity@creating-tomorrow.comhttp://twitter.com/360ofDiversity

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„Tolerance is only another word for indifference.“

W. S. Maugham(1874-1965)

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Why did I write this presentation?

This brief presentation was created to help you:

– better understand diversity management– see the business-related advantages of a proactive

diversity management program more clearly– become more sensitive to the hurdles and challenges of

diversity management– in your decision to take action on developing a diversity

management program for your organization

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Why is Diversity Management important?

• Because of a significant demographic shift, Germany now has a „new face“

• Local companies are confronted with completely new challenges due to market globalization

Question: How can you effectively unite your increasingly diverse workforce in a way that positions your company more successfully; not only on a local or national level, but also – if need be – internationally?

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What is the corporate reality?

Despite demographic and market-related changes:

– Many German organizations still do not have a concrete diversity management program linked to their corporate objective.

– That means the recognition and appreciation of (e.g. cultural) diversity is still not adequately reflected within these organizations.

– As a result, the potential and synergies of their workforce is neither sufficiently recognized nor mobilized.

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The Objective of Diversity Management:

• To renew corporate culture

• To update an organization‘s mission statement - and its vision

• To raise the overall benchmark for the workforce, and increase their team spirit and productivity

• To optimize client and customer satisfaction

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What is Diversity?

Diversity

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The Background of Diversity Management

• Germany does not have the same history of anti-discrimination practices and policies that countries like the USA, France or the Netherlands have.

– Its increasingly diverse society is therefore viewed in many instances as primarily a source of conflict, instead of a fount of possible innovation and renewal

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The Background of Diversity Management

Anti-Discrimination Laws≠

“Allgemeines Gleichbehandlungsgesetz”(“General Equality Law”)

The “Charta der Vielfalt” (“Diversity Charter”) is a completely voluntary

commitment

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How does Diversity Management work?

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A Change Management Prozess for Diversity

Diversity Management should be a senior management initiative

that encompasses the entire organization!

First: „Top-Down“ • E.g.: A priority of senior management

Then: „Bottom-Up“ • E.g.: Involvement on all levels

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Hurdles and Challenges

• Little/No awareness of the necessity of Diversity Management

• A lack of strategies for implementation• A lack of clear responsibilities and competencies• Perceived/Perceivable differences• Stereotypen/Prejudices

FEAR!

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Where do our prejudices come from?

Family and

Friends

Values and

Norms

Personal Experiences

The Media

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„Ignoring something is not the same as tolerance.„

Theodor Fontane(1819-1898)

There have always been differences, but not Diversity!

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The competitive advantages of Diversity

• Mobilize more complex solution-finding and increased flexibility within the organization due to improved workforce synergy

• Improve chances to recruit – and retain – qualified staff.

• Increase capability to recruit qualified staff abroad - and send qualified staff abroad

• Expand access to a multifaceted group supplier and customer markets

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The competitive advantages of Diversity

These all represent concrete competitive advantages vis-à-vis

organizations dependent on external support

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What results can you expect?

• ALL of your employeer will get the feeling that their performance, their ideas and their commit are both respected and appreciated

• This will allow them to identify more directly and openly with the organization and its goals

• The Result: A marked improvement of workforce performance; both individually and as a team

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Do you need Diversity Management?

– How diverse is your workforce already and how exactly does it benefit your organization?

– Where does it make sense to increase diversity within your organization and why?

– Are there market segments or complimentary markets you are not able to properly serve with your existing workforce?

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„Tolerance should only be a temporary attitude: it has to lead to acceptance.

To tolerate means to insult.“

J. W. von Goethe

(1749-1832)

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Diversity Management Modules

For example:

– Diversity Auditing– Diversity Coaching for Managers– Internal and external Diversity Communication– Diversity Recruiting– Sensitivity Training– Diversity Marketing

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Thank You!

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360° of Diversitydiversity@creating-tomorrow.comwww.360diversity.wordpress.comhttp://twitter.com/360ofDiversity