Diversity is not a program for minorities

Hans Jablonski: The business environment is very complex and dynamic, including in terms of the demographics of the labor and sales markets. Increasing interculturality, mixed-age teams, challenges to traditional values and gender roles, and social sustainability are all aspects of this. Accordingly, there are many benefits from diversity management. Diverse talent enriches the talent pool of companies. Mixed workforces are better able to reach a diverse customer base, making them more successful in new markets. Because they understand a diverse customer base better, mixed teams are also more likely to succeed with successful sustainable innovation. Companies that have diverse workforces project a more cosmopolitan image and are more appealing as business partners. And finally, motivation and commitment are increased when everyone can see that their talents are recognized and acknowledged.

Companies are inclusive when a wide variety of talents feel addressed and are motivated to stay on board. Whether and how this is successful is something that every company must examine for itself.

If a team becomes aware that its composition is rather homogenous, its members should ask themselves whether the work atmosphere and conditions remain attractive to other people. The goal is to enable everyone on the team to contribute 100% of their potential. As teams become more diverse, the original members eventually come to find the diversity enriching. The argument that there are no women in technical professions is no longer a valid one. Companies are motivating a growing number of young women to pick STEM (science, technology, engineering, mathematics) subjects as early as the career choice stage – and the success has been notable. To be an attractive company, it is important to score points with all genders.

In these companies, it is often their headquarters that dictate the culture and career behavior. Exchange and dialog – for example, through international project teams or intercultural mentoring – have not only brought good insights for everyone involved here, but also better results.

“Diversity” is not just a program for minorities, but concerns everyone. And every individual needs to be clear about the role they play, what they have in common with others, or what makes them different from others. I support managers from all over the world in successfully leading people who are different from themselves.