Categories of Diversity

Whether age, ethnic origin, or sexual orientation, we open your perspectives for the diversity of your employees

Diversity & Inclusion is itself a diverse topic because people differ in many ways. We represent an approach that takes into account all dimensions of diversity. In doing so, we focus on the values and needs as well as the possibilities and opportunities associated with each group.

There is hardly a feature that is not used to distinguish between people. However, some characteristics are directly related to peoples’ personalities and, thus, of particular interest for diversity and inclusion. These are the features that individuals are unable to influence, and comprise six core dimensions: age, disability, ethnic origin, gender, religion, and sexual orientation.

Age & Generations

The average working lifespan is increasing. Thus, up to three generations of employees may meet in a company. We work with you to develop approaches to intergenerational communication to benefit from the values and experiences of all generations.
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Disability

People with disabilities include not only wheelchair users or blind people. In many cases, one may not even see the disability. Disability can hit anyone any time. Many people with disabilites live self-supporting and successful professional lives. In diversity and inclusion, we advocate that we do not perceive them in terms of their “deficits” but rather about their specific identities and opportunities.
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Ethnic Background & Culture

In a world of globalized markets, companies are increasingly recruiting international employees. The labor market therefore contains an intercultural diversity, which is just as marked by new immigrants as by people with a migrant background who were born in second or third generation. As experts in intercultural communication, we help you to understand your international team.
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Gender & Gender Identity

Differences in career opportunities for men and women still exist in Germany. Many diversity strategies state the goal of employing more women in leadership positions. When we talk about gender, we do so with a clear perspective for both genders. We are concerned both with overcoming discriminatory elements in corporate processes and with the coexistence of women and men in previously rather homogeneous environments.
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Religion

Does religion play a role in the workplace? If it is important to the people who work in the company, yes! Diversity management is concerned not only with individual religions and interreligious dialogue, but also particularly with the coexistence and cooperation between religious and non-religious people. If one first understands the motives and values of people for whom religion is an important source of their ethical decisions, the differences between the individual religions are almost secondary.
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Sexual Orientation

Many regard sexual orientation as a purely private matter that has no relation to work life. They may misunderstand the topic of orientation/identity with practiced sexuality. While the latter is indeed a private matter, the former is an elementary feature of the personality. Companies that develop a work environment that is free of discrimination based on sexual orientation increase their creative potential and employee satisfaction.
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