Implementing diversity

Diversity management aims to make diversity part of the organizational culture. In the process, it is particularly important to maintain the dimensions of diversity. The implementation will depend to a large extent on the specific circumstances and opportunities of the organization. Individual and tailor-made solutions need to be developed for each organization. As a first step in the process, appoint a staff member or a manager to manage diversity.

Employees’ perspectives

Diversity management requires a comprehensive strategy to further develop a corporate culture. Employees and managers have a key role to play in developing this culture. They live and experience the development of culture in their daily work and can thus initiate and implement its development. Employees should actively participate in diversity and inclusion programmes. There is no need to think about elaborate programmes, the most important thing is that the initiative should be exemplary, both in deed and in action. Participation in programmes is not always easy for employees, as it requires self-confidence and courage. Programmes should be organized for employees to increase their self-confidence and courage. Employees can take part in the annual Diversity Week programmes, mentor new employees, or help mentor in other ways.

From a managerial perspective

Diversity management can amplify and strengthen the value of diversity in organizations. Many organizations use their existing corporate culture in this process. Guidance and a well-developed strategy are needed to achieve these goals. Diversity should be promoted within the organization through a variety of means. This could be a mentoring programme, a workshop, a brochure at a company event, diversity week or diversity day. Signing up to the diversity charter should be communicated to employees throughout the year, as the very fact that the company has signed up to the charter helps to raise awareness among employees and partners alike.

Management of diversity

Diversity management addresses the following social and economic problems:

  • demonstrate commitment to corporate social responsibility: diversity is a key aspect of corporate social responsibility
  • optimizing human resources management (better management of available skills, preventing staff shortages, improving the social environment, etc.)
  • enhancing the economic performance of the company (improving its capacity to innovate, enhancing its image, better understanding of customers’ expectations, opening new markets, etc.).
  • respect legal and regulatory constraints.