The idea that a diverse team leads to more innovation, better problem solving and higher profits seems unquestionable at first sight. But is it really that simple? Or is diversity in companies often nothing more than a superficial PR strategy?
One example: age discrimination is a serious but often hidden problem in the world of work. The client wants to hire ‘diverse’ people but only young people – they are cheap and mouldable. Or they only want women over 40 – they are considered as reliable and have completed their family planning. In other cases, they don’t want people with disabilities because they are allegedly less productive. That’s not diversity, that’s discrimination.
How do we meet such customer requirements? We point out that older employees bring stability and knowledge to the team through their experience, while young employees bring up new ideas and perspectives. People with disabilities can bring valuable skills and contribute to an inclusive working environment that fosters loyalty and commitment.
HR plays a key role in implementing diversity and inclusion in companies. From recruitment processes and training to raise awareness of unconscious bias to adapting working conditions – HR is often the first contact person. It is our responsibility to ensure equal opportunities, prevent discrimination and create an inclusive working environment that increases the satisfaction and productivity of all employees. Furthermore different perspectives and input lead to solutions that would otherwise remain undiscovered. When we actively promote diversity, we create a working environment based on openness and respect – and that brings the greatest long-term success.
Diversity is not a goal that we achieve overnight but an ongoing process that requires commitment and openness. We have achieved a lot already but there is still a long way to go – and every step counts.