Diversity strategies aim at managing structural, political and cultural change in work organisations. On the one hand, they target different parts of the workforce in order to initiate new thinking, different experiences and behavioural change. To this end, diversity strategies are providing impetuses on different levels: Rational thinking, emotional experience, and result-oriented behaviour.
On the other hand, diversity strategies target different parts of the system in order to enhance processes, structures and content. To this end, they are utilising change management models: Creating awareness, recognising opportunities, committing to act, and sustaining change.