Exploring human diversity economically

Caution, iceberg ahead! Human diversity is more complex than we usually think. Especially from a corporate or business perspective.

In the workplace, in teams, projects and in marketing – differences are relevant that we cannot see at first sight. Unlike age, gender or ethnicity, we have to explore other people’s working style, mobility or consumption habits. As it is often the case with diversity: every new perspective offers exciting insights and a lot of potential.

Connecting Personal factors and operational priorities

The iceberg illustrates that the so-called core dimensions of diversity are (situational) identifiable. Personal-private, workplace or organisation-specific factors as well as individual market and consumer behaviours are more numerous and economically relevant but hide below the surface invisibly. Every organisation hence ought to define its specific understanding of diversity – comprehensively and at the same time recognisably specific.

“Programs covering only two or three topics should not be called diversity. They often generate cynicism and can be harmful.”
Michael Stuber

Limits of diversity

At first glance the diversity of Diversity may appear infinite and hence at random. Experiences, however, show that it must be defined concretely and in a meaningful way. For it challenges people and organisations, sometimes beyond what they can accept. We support you in identifying your effective framework for diversity that generates benefits and offers a manageable approach at the same time. The following article describes the scope of what can be involved.

The future of diversity is called individuality

Diversity describes the future of business – and the business of the future. For the individualisation of society and markets is progressing. Your company can benefit from this by positively acknowledging diversity, both internally and externally:

Consciously addressing the diversity of your customers and markets,
Align the diversity of your workforce accordingly,
Promote diversity in society and
Increase the confidence of all of your stakeholders.

Nevertheless: Diversity is not a goal in itself

With all enthusiasm or conviction: Diversity does not automatically lead to success – it can also cause conflicts. Therefore, the deliberate and business-focused management of diversity and inclusion should your mission. Our Propelling Performance Principle offers a robust, systematic and practical solution to do so. It shows which building blocks your company needs to achieve progress and add value.

ENGINEERING D&I.

Related topics

Michael Stuber identified key business priorities in each of our operating companies and proposed relevant linkages with future D&I initiatives. He also showed the need to tie D&I more closely to our identity and embed it in our shared culture as well as HR processes and tools. Going further, Michael's expertise guides us to additional key considerations by uncovering and subsequently addressing hidden biases and dynamics through focus group interviews.

BayWa r.e. | Céline Tran, MD France & Global DEI Sponsor, 12/2021

Michael has been a key enabler to organise our DEI journey. His experience and expertise combined with a very clear way of expressing his thoughts and recommendations have been highly valuable to define our DEI strategy and action plans as well as to prepare for senior management meetings. His investment in getting to know our organization and our HR processes allowed him to leverage the existing processes as ground foundations for further actions and define additional tailormade DEI initiatives. His interactions with senior management, through interviews, individual coaching or management trainings, were very relevant and impactful. It has been a pleasure working alongside with Michael over several months on diversity, equity and inclusion topics.

Deutsche Bank | Elisabeth Kurkowski, Global Diversity Team, 09/2004

European Diversity Research & Consulting was a very competent service provider for our conference 'Invisible potential', where the consultancy was in charge of the facilitation, the co-ordination with external partners and the press contacts.

Symantec | Fernando Serpa, Global Manager Diversity and Inclusion, Symantec (Januar 2005), 01/2005

As part of our Global Diversity strategy, Symantec has created diversity councils led by a local Diversity champion at our sites throughout Europe. mi.st European Diversity Consulting has assisted us in preparing and carrying out successful work meetings with our local partners while effectively acknowledging European and national specifics. mi.st European Diversity Consulting has shown professionalism, expertise and responsiveness to our diversity needs and has contributed to the success of our diversity initiative in Europe.

Bayer HealthCare | Corinna Dawkins, Vice President HR, 2011

On the search for competent partners to help with your D&I initiatives in Europe you can't overlook European Diversity - Research & Consulting.

Vodafone | Elke Kopp, Diversity Manager, 03/2011

Due to the professional support of Michael Stuber our 'Gender-Diversity-Day' was a great success.

KIBIS | Edith Peter, Managing Director, 2012

Mr Stuber was our guest speaker at a the KIBIS networking meeting of Austrian HR leads. His contribution on "The Propelling Potential Principle" and as a facilitator of a panel discussion added a lot of value as he focused on the tangible benefits of Diversity for companies as well as presenting a consistent framework. Thanks a lot for the good collaboration!

Infineon Austria | Dr. Monika Kircher, CEO, 03/2014

With their competence and experience, European Diversity has significantly contributed to the successful development of Infineon's Gender Diversity Network. In three workshops with the entire network and through intense collaboration with HR, we succeeded in clarifying roles, design strategies and define actions. Michael Stuber's external perspective and his ability to capture and address company specifics were major assets in the constructive development of solutions. His refreshing, to the point humour is a welcome added-value.

Arup Ireland | D&I Team, 10/2017

Michael Stuber worked with us at Arup Ireland to review our current D&I programme. We found Michael to be insightful, organised and very knowledgeable. Michael’s great strength lies in his face-to-face communication skills and his ability to communicate complex D&I topics to any audience. Michael is able to quickly pick up on themes and underlying issues that may be more difficult for those working ‘in the business’ to see. His findings acted as a catalyst to the next step of our D&I journey.

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