What is needed for systematic diversity management?
Around two-thirds of the Swiss companies surveyed have a holistic concept for taking the diversity of their employees into account and state that they are more successful economically because of this consideration. This is shown by the study just published by BFH Wirtschaft in Bern.
The researchers of the study "Diversity and Inclusion Management in Switzerland 2020" of the Institute New Work of the BFH Economy in Bern contacted the 500 Swiss companies with the highest turnover, all cantonal administrations, the federal administration as well as universities of applied sciences and universities. A total of 38 companies were surveyed. The results show that diversity and inclusion management is not a matter of course even in large companies and organisations. While around two thirds have developed a coordinated overall concept, others are only on the way to doing so or understand inclusion to be implicitly anchored in their corporate culture.
Professional diversity management
Companies most frequently register the gender, disability and age of their employees; 24 out of 39 of the organisations surveyed explicitly take into account their sexual orientation and gender identity. These organizations are more likely to have a professional "Diversity and Inclusion Management" and are also more likely to assume that companies with corresponding concepts and measures are economically more successful.
Other findings of the study:
In organizations with LGBTIQ-In most cases, a leader who is open about his or her homosexuality, bisexuality, transsexuality or intersexuality is known for his or her LGBTIQ commitment. Especially those organisations that are already committed to LGBTIQ would like to develop further in this area and launch projects.
The study formulates concrete proposals for systematic "Diversity and Inclusion Management" in corporate practice:
- Anchoring in the mission statement, strategy and goals
- Identification of internal supporters in management and organisation
- Open communication on diversity and inclusion management
- Review within the framework of quality management
Source: Bern University of Applied Sciences Business
Further information on the study here
Diversity and Inclusion Management
"Diversity and inclusion management" stands for the strategic handling of the diversity and heterogeneity of employees. In addition to age, gender, nationality, cultural and social origin, skin color, or mental and physical abilities, it also includes the dimension of sexual orientation, gender identity and expression. Increasingly, it is recognized as a competitive advantage in the labor market and it signals, among other things, a high appreciation of individual diversity.
