The Working world is changing rapidly and with it the requirements Company. Long-term economic success depends crucially on the ability not only to keep up with new developments, but also to help shape them creatively. Diversity offers many opportunities here.
- Diversity or the new social dimension of work
- New understanding of leadership: openness to diversity, flexibility and empowerment
- The women's quota can discriminate against women
- This is how companies can benefit from diversity
- Innovative strength: local know-how for greater competitiveness
- 3 tips for promoting diversity in the company
- Conclusion: Diversity determines the competitiveness of companies
- Top books on the subject
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Diversity or the new social dimension of work
What opportunities does diversity offer for Innovation, productivity and attractiveness of companies? What role does the discussion about the quota for women play in this? And how can and must the Guide reorganize a company?
Because the accelerated digitization of work brings the social aspect of cooperation into focus. This increased awareness of interpersonal dynamics primarily affects corporate culture and thus leadership.
New understanding of leadership: openness to diversity, flexibility and empowerment
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In dealing with the worries, but also wishes and ideas of the employees, the question arises as to the opportunities offered by diversity: How can the potential be realized that arises from the opening up of German management floors to Women and other "various" Candidates arises?
Germany has a lot of catching up to do when it comes to equality in an international comparison, for example with Sweden and France - but is slowly catching up. According to the DIW female manager barometer, more than 10 percent of board positions in Germany's 200 top-selling companies are occupied by women for the first time. Forced by politics, the problem of the lack of professional equality for women is becoming increasingly public Attention. Rightly so. But can equality succeed through legal regulations?
The women's quota can discriminate against women
In fact, this can lead to even more stigmatization of women. Candidates who pass Performance who come into leadership roles are considered “quota women”. At the same time, the controversial debate about gender parity in top positions means that men are beginning to feel disadvantaged feel. If there is no quota, this discussion is dead. Instead, the parameters should be improved, the women and other "diverse" candidates a Career enable.
This not only means that flexible working has to be established in everyday working life over the long term. A leadership is required that allows and enables diversity and can provide a direction. It's about placing trust and taking employees accountable. This form of empowerment enables employees to make a contribution to the overall success of the company.
This is how companies can benefit from diversity
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The reorientation towards a broad or "diverse" profile of employees offers decisive advantages for companies. 92 percent of German company managements are convinced of this. This is the result of the study in which we at Signium in cooperation with the performance and Engagement ltd worldwide Executives asked about diversity and inclusion.
In fact, according to a McKinsey study, companies with female executives even record significant increases in profits. This financial advantage underpins the strategic relevance of diversity. But other areas of the company can also benefit from it.
Innovative strength: local know-how for greater competitiveness
Mixed teams are better able to cope with the increasingly complex requirements of our new world of work. Especially in economically difficult phases, they help to make companies crisis-proof and long-term successfully close. To do this, their different opinions must be heard and their perspectives integrated into the corporate vision. This is a central task of corporate management.
Instead of the classic "alpha" sole decision maker, agile managers are required who recognize the local know-how of their employees and support them in applying it in the right areas. Our study shows that managers are less likely to be held responsible than they say they are committed to promoting diverse teams. The pressing question that companies and their managers have to answer for themselves is: How open to diversity and innovation do they want to be?
3 tips for promoting diversity in the company
How can companies now specifically promote diversity? To do this, you should follow the steps below:
1. Develop a consistent diversity strategy
This requires a corporate culture with clear regulations that are coordinated by the diversity officer.
- Communicate your goals and expectations: The cultural change affects language and work regulations at the same time. Promote the participation of all employees in the joint project.
- Include leaders and teams: Further training offers form the basis for implementing a “diverse” corporate culture. Regular meetings on the topic create solutions to possible obstacles. Team building workshops promote productive collaboration between “diverse” teams.
- Make diversity a central HR topic: Whether in recruiting or in personnel development, you can rely on a wide range of talents and skills. Develop a “talent roadmap” with concrete steps and measures that will help you to develop those skills that would otherwise remain hidden.
2. Work culture: performance through more openness and cohesion
The successful Implementation Diversity as a guiding principle means using talent in the right way: filling the right candidates for the right job. Often it goes in addition to the technical Expertise primarily about the “cultural fit”.
A company that promotes heterogeneous teams increases the chance that future talents will find connection and become productive. Because candidates who are versatile, experienced and interested are generally more positive and open towards diversity.
3. Employer branding: The charisma of various workforces
Diversity is also becoming increasingly important for employer branding. Today more than ever, candidates check where they are going, how their employer is acting and which ones Esteem given to employees. According to our study, corporate management is less aware of this dimension of diversity (89 percent) than HR managers (94 percent).
The shortage of specialists and managers will persist in various fields, regardless of the consequences of the pandemic for the labor market. Our study illustrates the urgency that this topic has for German corporate management in an international comparison: When asked "Is your company successful in recruiting 'diverse" executives? ", Only 84 percent of the executives surveyed in Germany answered" Yes "while it is 98 percent in Canada.
Conclusion: Diversity determines the competitiveness of companies
The long-term competitiveness of companies depends on better assessing performance, smoothing career paths, and driving the necessary change in corporate and leadership culture. In order to take advantage of the opportunities offered by diversity, it is not just gender or nationality that counts. Especially with candidates with a socially disadvantaged background, it is important to be open to their individual talents and abilities.
It takes courageous managers who stand up for the company. Candidates who started through the second educational path or who come from a simple background often present themselves with this motto: "I have achieved my own success, I face the challenges and I am ready to make a contribution to the company". Exactly this hunger for success is a great opportunity for diversity that must be used.
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