Diversity and Working World

Processes of change such as globalisation, digitalisation, demographic change, the individualisation of lifestyles and migration, lead to increasing societal heterogeneity, presenting both opportunities and challenges for employers as well as employees.

Diversity is the term often used to describe this heterogeneity. In the discourse on the world of work and careers, it is increasingly considered as opportunity for a company's innovativeness, flexibility and attractiveness (Henseler & Trögeler, 2022, p. 5; Opperdörffer & Nieswandt, 2023; Statista, 2024). 

A commonly used framework to describe sub-areas of diversity is the ‘4 Layers of Diversity’ model by Gardenswartz and Rowe (2003). It identifies differences within ethnic origin and nationality, gender and gender identity, religion and ideology, sexual orientation and social background as well as differences in a person's physical and mental abilities as core dimensions of diversity (Gardenswartz and Rowe 2003).

The definition of diversity within the German General Equal Treatment Act (Ger.: Allgemeines Gleichstellungsgesetz (AGG)) is based on that framework. Section 1 of the AGG claims that discrimination against people based on the specified dimensions of difference must be avoided (Bundesministerium der Justiz und für Verbraucherschutz). When it comes to the working context, these legal requirements are linked to the challenge of ensuring that as many people as possible can realize their professional potential (Statista, 09.10.2024). For employers, this requires that the diverse needs and requirements of their employees are addressed appropriately. For example, needs- and requirements-based promotion or support represents one method through which this can be achieved (Zukunftsinstitut, 2023, pp. 63–66). Such approaches, in turn, require employers to have knowledge and skills in the field of diversity. Hence, diversity and how to deal with it are relevant when it comes to disability and work.