Against discrimination against minorities, for more equal opportunities: Diversity is an important issue for many companies today. Because they have recognized that talent and potential are independent of gender, origin, sexuality or age.
Actually, sexual orientation shouldn't play a role in choosing a career. Why then are clichés so persistent such as: All male hairdressers and flight attendants are gay? »Perhaps many homosexuals actually choose a profession like hairdressing, precisely because they are more accepted in this professional field and do not have to hide their sexuality there. Maybe people in other professions don’t dare to be open about their sexuality,” suspects Christoph Vinck, who heads Siemens’ “Building Technologies” recruiting team in Zurich, Switzerland, and is also responsible for the areas of employer branding and diversity responsible is. For example, where are the gay top athletes or company executives? "If more people came out here, the picture would be distorted and we would no longer have this focus on so-called rainbow jobs."
As a human resources manager, Vinck doesn't just look at an applicant's skills and qualifications in the job interview. Personality plays a big role – also with regard to tolerance and openness. »We have 27 nationalities working together, so you can't get along without a reasonable level of tolerance. We therefore make sure to hire employees who can deal with diversity. For example, if you make a derogatory comment about homosexuals or migrants during a job interview, I would never hire you.«
New ways to more diversity
As a “New Work” expert, Lea Böhm advises companies that want to adapt to the requirements of a modern working world, for example by relieving managers of their responsibilities and giving employees more say. »In many companies, the following applies: birds of a feather like to mix. Many male bosses like to hire men because they are similar to them. But if you outsource the decision to the team, the basis is different and the probability is higher that female applicants will also be considered," says Böhm. The implementation of such structures takes time. And depends heavily on the boss. »But breaking up old patterns can help to change something in the minds of superiors and employees and promote flexibility and diversity.«
But how can diversity be permanently integrated into everyday company life? »All companies talk about it, but only a few have internalized what it means. You don't have to constantly discuss it in everyday life, but where employees are discriminated against, for example because of their nationality, sexuality, gender or other reasons, you have to take a stand and take action," says human resources manager Vinck. "In plain language: Anyone who does this must not only expect a warning from us, but, in case of doubt, dismissal."
Accessibility starts in the mind
Janis McDavid is one of many business students at the University of Witten/Herdecke. The difference to his fellow students: At the age of 24, he is already a sought-after motivational speaker, book author and is currently more frequently interviewed than at university. Janis was also born without arms or legs. If you think that this would stop you from driving to your part-time job at IBM in Berlin, from doing a semester abroad in London or from traveling as often as possible, you are wrong. His high-tech wheelchair and modified car make it possible. And above all, his strong will.
“Companies with physical barriers and – worse still – those with barriers in the minds of those making decisions are wasting a lot of potential if they do not consider people with disabilities as potential employees,” says Janis. There is a certain level of uncertainty in many companies when it comes to hiring people with disabilities. »This is due on the one hand to a lack of experience, and on the other hand to persistent prejudices. In today's world of very strong international competition, it is important to utilize all of employees' potential. There are many positive examples of people with physical or mental disabilities doing good work. Often only small things are necessary to use their talents. A height-adjustable desk and software that takes care of entering long texts – details like these enable Janis to do his work equally.
Young, white, German?
Barriers in the minds of HR managers – they can be a disadvantage, and not just for people with disabilities. Origin still plays a major role in the selection of applicants. Well-educated migrants find it much more difficult to enter the labor market than German applicants with the same qualifications. According to a study by the Institute of German Economics in Cologne, only 30 percent of academics with foreign roots pursue a profession that corresponds to their qualifications. In some cases this is because qualifications are not recognized. According to the experience of Dr. Ediz Bökli is also concerned with young academics who were born in Germany and studied here. “Many companies, especially medium-sized companies, are still afraid to make contact,” says the recruiter. A foreign-sounding name on the application folder and it is sorted out? »Young, white, German: Some HR managers still select according to this outdated pattern.«
Bökli, who founded a German-Turkish personnel consultancy in Osnabrück in 2005, has been observing for years how young, highly qualified university graduates with a Turkish migration background emigrate to Turkey after graduating. You feel disadvantaged when looking for a job. »They received excellent training here, were socialized, but they can't get a job. This is wasted potential. The average age in Germany is 44 years, there is a lack of young people, and people complain about the lack of skilled workers everywhere. “But it is still not sufficiently recognized that we have highly qualified staff with a migrant background here,” criticizes Bökli, who wishes that companies would not make it so difficult for applicants to start their careers and advance. »Many academics I speak to have the feeling that they have to be twice as good as their German competitors. Due to their migration background, they bring with them two qualifications that are in high demand on the global job market: intercultural skills and multilingualism.«
»Every employee is unique and we support them in developing their personal skills and using them optimally. Diversity as part of the corporate culture must grow, which is why long-term strategies and commitment are needed in order to make the set goals a matter of course for all employees and especially for managers.«
Uta Menges, Diversity & Inclusion Leader, IBM, Berlin
»Diversity pays off! We are convinced that mixed teams achieve better results and therefore make a decisive contribution to the success of the company. This is proven not only by our numerous studies on the topic, but also by our daily work. At McKinsey we rely on a variety of disciplines, different levels of experience and internationality. It is very important to us to continue to inspire many women to take advice.«
Nadja Peters, Director of Recruiting, McKinsey & Company
Diversity is an important topic for many companies today.
