An 80-year-old model in lingerie. A colorful job advertisement that advertises for new employees with “We live diversity” and “job sharing and flexible working hours”. And then there is the picture of the new CEO that goes viral on social media: a woman with a migrant background. Diversity in the world of work has become visible. What's more: it has arrived to develop. Colorful, loud, multifaceted. Many companies have long recognized the advantages and are increasingly boasting about them. Others are still cautious. A look at the 3 most common question marks and doubts:
#1 Diversity? That's just women's empowerment and rainbows!
Not quite. It's much more, because it's about us. About all of us. "Diversity is not about them. It is about us." L.Gardenschwartz and A.Rowe began researching diversity in the USA in the 1970s and shaped the understanding of it with this sentence. Why? Because it makes it clear that diversity is a fact and because it says: everyone is unique and as a society we are colorful, with visible and invisible backgrounds and influences. And above all: with many colorful potentials. Diversity in the world of work is therefore a concept that has the entire workforce in mind and wants to promote good cooperation, recognize individual needs and respond to them. The term "belonging" has become established in the USA. It describes the employees' sense of belonging to their employer and by this means a work environment that promotes group membership, self-efficacy and orientation.
#2 Diversity? All well and good, but we have more important issues!
Counter question: What economic challenges are we facing today? Demographic change, labor shortages, and the war for talent are at the top of the list. And these have focused attention on previously neglected potential groups in the labor market (older people, young people, women, and people with a migration background or health challenges).
A few facts and figures: Statistically, one in four people in Austria has a migration background; in 2015, the number of people in employment over 50 rose to over a million. More than 1.9 million Austrians have a special health status. And women still receive around 40 percent less in pension. This means that an open corporate culture is part of the solution to the challenges of the working world of today and tomorrow.
#3 Successfully managing diversity. Sounds exhausting. Is it really worth it?
Oh yes. And this has long been proven and documented, as studies by the Diversity Charter, the Boston Consulting Group and Gallup show. In a nutshell: Diverse teams bring new perspectives and a broad spectrum of knowledge that increases creativity, innovative strength and customer orientation: an open corporate culture promotes employee loyalty and attracts young applicants in particular. But how do you start with diversity management? Determine the status quo, continue previous efforts and develop a strategy with further goals step by step and communicate them internally and externally!
Always think about diversity, new work and sustainability together and set an example at management level. Because here too: commitment starts at the top!
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