Monocultural or multicultural organization culture?
In a monocultural organization, one culture dominates, which is defined by one group. This usually means the cultural behavior of white, protestant, middle-aged males. All the others, women, older people, physically disabled, blacks, etc. are forced to be subordinated.
In a multicultural organization, cultural diversity is supported by and for all. One can assume that the different talents, experiences and competences, lifestyles and perspectives will provide a competitive advantage for the organization.

Which circumstances could lead to diversity management?

• Aging and a limited range of ages of employees; few older and few younger in the operation,
• Demographic changes in the society,
• A loss of managers due to company restructuring,
• Integration of immigrants in the workforce,
• Flexible professional possibilities for women,
• Women in leadership positions.

The concept of diversity identifies a link; behind these topic areas are hidden questions concerning how we interact with other humans. In the most extreme sense, it indicates what value they have to us.

Why does a Diversity-Management Process make sense?

• To make the various talents, experiences, competences and perspectives of the employees of an operation clear and to identify new internal and external chances for development,
• To position an organization for new regional, national and international markets and to be prepared for the future,
• To be competitive, develop the image of the company and gain and keep new clients,
• To positively develop the company culture and to fairly treat and support the employees.


• Because it is only fair for no one to be discriminated against!
• Because it is only fair for equal chances to be created!
• Because for an organization to be a "Lernende Organisation," an organization that is constantly striving to improve and grow, the potential of diversity has to be kept in mind.

Diversity Management is a holistic management concept that has the following goals, value assessment and the explicit support of diversity.

This regards

• the policy and the guidelines of the organization (commitment),
• the workforce and the hiring structures (hiring criteria, job interviews),
• the measures and programs (projects, continuing education and trainings),


• the clients and the marketing (acquisition, client-orientation, product extension),
• monitoring and controlling (observation and evaluation).