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Diversity Strategies

Diversity strategies aim at managing structural, political and cultural change in work organisations. On the one hand, they target different parts of the workforce in order to initiate new thinking, different experiences and behavioural change. To this end, diversity strategies are providing impetuses on different levels: Rational thinking, emotional experience, and result-oriented behaviour.

On the other hand, diversity strategies target different parts of the system in order to enhance processes, structures and content. To this end, they are utilising change management models: Creating awareness, recognising opportunities, committing to act, and sustaining change.

Rational Thinking

Issues and Activities

  • Addressing people’s rational parts
  • Weighing costs and benefits of Diversity
  • Communicating improvements that relate to the business, the work environment and the success of employees and mangers, as well as the whole organisation
  • Overall objective is to trigger a fact-based decision for Diversity

Our Approaches and Value-Added

  • Making and communicating a company-specific business case for Diversity
  • Facilitating discussion (e. g. with managers) about the pros and cons of Diversity
  • Workshop Diversity & the Business Case
  • Communicating successful internal and external Diversity practices that had a positive impact upon the business

Emotional Experience

Issues and Activities

  • Addressing people’s emotional parts
  • Initiating an attitudinal change, based on feelings that relate to Diversity, which will then result in behavioural change
  • Collecting and reflecting positive experiences with otherness
  • Individual benefits include improved satisfaction and success in dealing with others

Our Approaches and Value-Added

  • Diversity training, which focuses on exposure and involvement
  • Forums for employees
  • Communication of personal experiences
  • Creation of personal action plans
  • Moderation of meetings and interaction

Result-oriented Behaviour

Issues and Activities

  • Addressing people’s actions and activities
  • Clear directions with regard to implementing Diversity
  • Ordered change also provides positive personal experiences and awareness for benefits, thus leading to sustained behavioural change
  • Individual benefit results from recognition for complying behaviour and/or from the avoidance of punitive measures

Our Approaches and Value-Added

  • Analysing the expectations of management regarding the contribution of Diversity to the business and the corporate culture
  • Designing guidelines for employees and managers
  • Showcasing exemplary (management) behaviour and engagement, which puts Diversity into everyday practice
  • Training Train-the-Manager
  • Designing Diversity awards and other reward systems
  • Integrating Diversity into management and leadership models

Creating Awareness

Issues and Activities

  • Recognising the multiple facets and individual meanings of Diversity
  • Relating Diversity to the specific organisational and cultural context
  • Highlighting areas of potential improvement

Our Approaches and Value-Added

  • Round table talks or workshops with management and multipliers on Diversity
  • Presentation of strong examples for the successful implementation of Diversity
  • Communicating and establishing the linkage of Diversity and company-specific issues
  • Reinforcing a comprehensive understanding of Diversity in corporate media (Intranet, corporate TV, videos, posters, flyers)

Recognising Opportunities

Issues and Activities

  • Creating acceptance for existing room for improvement
  • Explaining the effects of Diversity-related change on an organisation and all stakeholders
  • Mentioning rational and emotional benefits of Diversity

Our Approaches and Value-Added

  • Survey (online or focus groups) of employees and opinion leaders
  • Developing and communicating business cases for Diversity
  • Collecting and presenting best practices (internally and externally)
  • Benchmarking

Committing to Act

Issues and Activities

  • Achieving personal commitment and accountability for action
  • Identifying individual contributions to achieving improvements
  • Positioning personal activities in a larger framework for change (Diversity Strategy)
  • Providing a platform for implementing Diversity measures

Our Approaches and Value-Added

  • Workshops My Action Plan
  • Showcasing role models
  • Rewards and recognition for successful activities of employees or teams, inside or outside of the organisation
  • Outlining and cascading expectations of management

Sustaining Change

Issues and Activities

  • Firmly embedding achieved results of change in the structure and the processes of an organisation
  • Transferring Diversity values and behaviour into everyday professional, personal and social life

Our Approaches and Value-Added

  • Implementation of 360° feedback on Diversity
  • Diversity audit of systems and culture
  • Diversity integrated into performance management
  • Embedding Diversity into business models and scorecards
  • Integration of Diversity in all elements and tools of corporate communications



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