Diversity as a success factor

Diversity for survival

In nature, diversity is essential for survival, and it's no different in business. But what exactly does diversity mean, and why is it so important? This article shows why lived diversity not only promotes social justice but also drives economic success.

What does this term from the plant world mean?

The term diversity originally comes from biology and describes the variety of species and ecosystems (Salzbrunn, 2014). In sociology, diversity and variety are often used synonymously (Schwarz-Wölzl & Maad, 2004). This includes not only visible characteristics such as gender, age or ethnicity, but also invisible factors such as ways of thinking, working styles or life experiences. As early as the Civil Rights Act of 1964, diversity was recognised as a central social value (Warmuth, 2015).

Diversity creates added value for businesses

Research shows that diversity in teams leads to more creative solutions, as different perspectives are brought in. Studies prove that diverse companies are more innovative and more economically successful in the long run (Bendl et al., 2012). At the same time, diversity can also bring challenges, for example around communication or collaboration. The so-called in-group effect describes how people unconsciously favour their own group and exclude others (Ehrke & Steffens, 2015). Companies that foster this awareness can become more productive and innovative in the long term.

What many don't know: disability diversity is untapped potential

One often-overlooked form of diversity concerns people with disabilities. This holds huge potential for businesses: research shows that mixed teams not only create new perspectives but also contribute to a more inclusive society (Böhm et al., 2015). Yet this form of diversity still isn't given enough consideration in many organisations. Employees with disabilities often bring particular problem-solving skills and can drive innovation through their unique perspectives.

Diversity as a competitive advantage for businesses

Different backgrounds, experiences and ways of thinking create room for creative solutions and boost innovative capacity. Research shows that diverse teams develop new ideas faster and respond more flexibly to change (Bendl et al., 2012). Companies with a diverse workforce also benefit from stronger customer loyalty, as they understand different needs better and respond to them more authentically. Diversity is therefore not only a social ideal but also a clear economic advantage.

Organisations that actively promote diversity benefit in the long run from stronger innovative capacity, a better working climate and greater appeal to talent. Companies that support diversity not just on paper but embed it in their corporate culture will be more successful in the long term.

Bibliography

This article is based on the academic work by Bircher, F. (2018): Generiert Behinderungs-Diversität Synergieeffekte im Unternehmen? GRIN Verlag. The content has been adapted for practical use and further developed.

References

• Salzbrunn, M. (2014). Vielfalt / Diversität. Bielefeld: transcript Verlag.
• Schwarz-Wölzl, M., & Maad, C. (2004). Diversity und Managing Diversity. Zentrum für Soziale Innovation.
• Warmuth, G.-S. (2015). Gelebte Diversität? Erfolgreiche Umsetzungsstrategien am Beispiel einer technischen Hochschule. Wiesbaden: Springer VS.
• Ehrke, F., & Steffens, M. C. (2015). Diversity-Training: Theoretische Grundlagen und empirische Befunde. In E. Hanappi-Egger, & R. Bendl, Diversität, Diversifizierung und (Ent)Solidarisierung (pp. 205-221). Wiesbaden: Springer VS.
• Bendl, R., Hanappi-Egger, E., & Hofmann, R. (2012). Diversität und Diversitätsmanagement. Vienna: Facultas Verlags- und Buchhandels AG.
• Böhm, S. A., Baumgärtner, M. K., & Dwertmann, D. J. (2015). Das Management von Behinderungs-Diversität. Springer VS.