Diversity management

As a graduate psychologist, I have been able to gain extensive experience in companies and organizations in more than 20 years. The size of the companies ranges from large industrial companies to medium-sized companies and non-profit companies.

I conduct intercultural field research. My expertise is based on stays of several months in numerous countries with different cultures, so far in 17 different countries on five continents. This enables me to deal intensively with the respective cultural standards of ,business and communication forms. This has resulted in a deep understanding of intercultural encounters and cooperation. This allows me to use them in diversity management. My training und Coaching is based on research in psychology, cross-cultural psychology, research.

As a psychologist, with experience as a university lecturer, manager, trainer, mediator, moderator and coach, and with many years of experience in diversity management, I offer you special skills for your diversity management.

…that a corporate culture of tolerance, openness and appreciation of diversity – di-versity management can be successful for everyone involved. With my seminars on diversity management in your company, you support your em-ployees and managers. At the same time, it is es necessary to consider the potential for conflict inherent in diversity when working together. Here I clarify eg. through diversity conflict man-agement.

The implementation of diversity management is not just a method of employee management, but a corporate strategy.

Diversity management assumes that people can belong to a large number of different groups due to their differences and similarities, and that complex diversity dimensions arise. Diversity not only addresses the differences, but also the similarities between people. From this, personnel policy conclusions can be derived for access to new sales markets or for the optimization of products, services and marketing for different groups of buyers. These conclusions consist, for example, in the diversity and difference of the employees in using special technical, non-industry, non-cultural knowledge or professional experiences Mitarbeitenden with unusual careers.
A workforce’s knowledge of languages and cultures not only enriches companies internally, it can also lead to advantages in global competition. Supporting structures in the company are necessary so that all employees are motivated and can develop.

In personnel management, the principle of self-similarity recruited, which is also usual when selecting private contacts or when choosing a partner. In both private and professional life, it is considered a principle that minimizes conflicts.
It entails significant risks for companies: Perspectives are prematurely narrowed, risks or specific customer needs, opportunities and opportunities are overlooked, and there is often no room for lateral thinkers.

Diversity management is primarily used in the competition for qualified staff and when there is a shortage of skilled workers to open up new target groups.

Gender often decides on the distribution of resources, tasks or responsibilities in companies – sometimes more than competence or specialist knowledge. If one gender is clearly underrepresented in certain areas of the company, the employees concerned are often unconsciously excluded or not considered – this is referred to as a glass ceiling.

Diversity means the conscious handling of diversity in companies. It is an organizational and socio-political concept that propagates an appreciative, conscious and respectful approach to diversity and individuality. Diversity management is about recognizing the diverse achievements and experiences of people and understanding them as potential and user them.