Diversity, Equity and Inclusion (DE&I) Management is concerned with dealing with diversity and heterogeneity among employees. This important task aims to optimally utilise the positive aspects of diversity and avoid discrimination and the formation of subgroups.
Effective DE&I management distinguishes between different dimensions of diversity. It is important to bear in mind that dimensions such as gender, age, disability, nationality, and ethnic origin on the one hand and experience-related dimensions such as functional expertise, training and international experience on the other each have different influences on the performance of teams and the company as a whole.
DE&I management aims to understand this unique dynamic better, as inclusion can only take place based on a better understanding. This requires a corresponding learning process to avoid discrimination and break stereotypes down. Diversity is a great opportunity for both the company and its employees. However, it is only by recognising individual differences and promoting an inclusive corporate culture that this potential can be exploited.
Our research shows that diversity brings three main benefits to organisations.
1. Diversity leads to different perspectives and broader knowledge. This makes it easier to deal with complexity, increases innovative strength and improves the productivity and performance of companies.
2. Diverse teams also generally have different networks that connect the company better with the environment and thus create access to new resources, ideas, and opportunities.
3. The third advantage is that the formation of diverse teams at all levels of the company often leads to a culture of inclusion and thus signals to the company's stakeholders that, above and beyond the obligation, equal treatment in the company is above all a great opportunity.
The DE&I Journey is a customised approach that supports you as an organisation in bringing about sustainable change in the areas of Diversity Equity & Inclusion (DE&I). We pursue a systemic approach that ensures successful DE&I management: DE&I is recognised as a strategic issue and linked to corresponding targets. This means that the necessary financial and human resources are clarified and secured. Finally, DE&I is taken into account in all decisions and processes and line managers are responsible for the implementation of the agreed DE&I objectives. The success and impact of DE&I is regularly reviewed and made transparent. With the support of DE&I experts from the CCDI and Leaders4Equality, you have partners with in-depth practical and academic knowledge.
You have a customised approach within a clear framework.
They are in continuous dialogue with experts.
You measure progress continuously.
You show your commitment with the DE&I Journey label.
Member of the CCDI Management Team & Senior Project Manager
Member of the CCDI Management Team & Senior Project Manager