Diversity management deals with the diversity of a workforce and the benefits of diversity for the company.
Diversity management particularly highlights the individual differences of a company's employees in the sense of positive appreciation and is therefore an essential prerequisite for the corporate culture.
Diversity management focuses on the entire workforce. On the one hand, it is about characteristics that are usually externally perceptible, such as gender, ethnicity, age and disability, and on the other hand, it is about characteristics that are not always directly perceptible, such as culture, sexual orientation, worldview/religion and lifestyle.
The goals of diversity management are:
- to create a positive overall atmosphere (working atmosphere)
- to prevent social discrimination against minorities
- to ensure equal opportunities for members of all groups.
Since the end of the 1990s, diversity management has increasingly become a quality feature of corporate concepts and is required as a feature in the description of planned activities in public tenders (e.g. within the framework of the European Social Fund).
See also:
Human resources management; work and family; corporate social responsibility (CSR); integration of people with disabilities; working atmosphere; demographic change; fairness; social skills; ethics/corporate ethics; corporate culture; corporate mission statement; value orientation; code of conduct
Reference to QET guidelines:
Q01 Leadership skills; Q04 Employees; Q07 Human resources management; E01 Business ethics; E17 Compliance; E03 Diversity; E05 Data protection; E12 Women's quota; E13 50+; E14 Inclusion; E15 Reintegration; E16 Training and further education; T01 Guidelines; T02 CI