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Dimensions of Diversity

Each individual is – in some respect – similar to many, few or no other person. Diversity deals with this individuality, with differences, otherness, and with similarities. One pragmatic framework to do so places six dimensions at the core of Diversity, the so-called core dimensions: Age, (dis-)ability, ethnicity & race, gender, religion and sexual orientation & identity. In addition, multiple issues may or may not be acknowledged by or in an organisation. Based on existing models, we have created the following categories to structure the dimensions of Diversity:

Organisation, Market & Consumption, Work & Employment and Personal Life.

Core Dimensions

Issues and Activities

  • Age: People of all generations (from young to old)
  • Gender (social, biological): Women, men, trans-gendered people
  • Ethnicity, race, cultural heritage
  • Religion: People of all faiths, beliefs and atheists
  • Sexual orientation: Heterosexual, homosexual, bisexual, asexual
  • (Dis-)Abilities : People with or without physical, mental or psychic disabilities

Our Approaches and Value-Added

  • Discovering and understanding different perspectives, elements and approaches to Diversity
  • Communicating the specifics of an all-inclusive (horizontal) framework
  • Benchmarking activities individually or grouped by dimensions or type
  • Designing coherent programmes fitting in a broader Diversity context or strategy
  • Creating synergies by aligning or connecting separate themes or programmes
  • Auditing or evaluating activities
  • Supporting the creation of employee resource groups / networks
  • Innovative training beyond groups and categories

Organisation

Issues and Activities

  • Workplace, work conditions
  • Length of service
  • Compensation models
  • Career models or paths
  • Corporate heritage (M&A’s)
  • Work organisation, work time
  • Area of work (e.g. department)
  • Location

Our Approaches and Value-Added

  • Innovative training on specific organisational Diversity aspects
  • Analysis of work conditions or audit with regard to potential discrimination
  • Auditing compensation models
  • Development of horizontal careers

Market & Consumption

Issues and Activities

  • Aesthetics
  • Purchasing power
  • Lifestyle, realities
  • Product affinities
  • Brand awareness
  • Service orientation
  • Media usage / accessibility
  • Consumer preferences and behaviour

Our Approaches and Value-Added

  • Diversity training for marketing, communication, sales
  • Identification of new (untapped) market potential
  • Auditing sales policies and processes with regard to diverse market needs and consumer requirements

Work & Employment

Issues and Activities

  • Learning type
  • Career goals
  • Myers-Briggs personality type
  • Team behaviour
  • Social or methodological competences
  • Way or thinking or work style
  • Work/life balance, navigation & integration
  • Meritocracy

Our Approaches and Value-Added

  • Work/Life Balance: Auditing HR policies and procedures
  • Analysing existing work/life balance tools with regard to their usability
  • Benchmarking work/life balance programmes, presentation of good practices

Personal Life

Issues and Activities

  • Mother tongue & foreign languages
  • Marital status
  • Personal perception
  • Social environment
  • Personal experiences and settings
  • Parental status
  • Aims in life
  • Mobility

Our Approaches and Value-Added

  • Presentation of good practices, e.g. of dependent care or parents’ networks
  • Designing inclusive policies in HR



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