Diversity Management

Aiming to ensure a full-scale application of Human Rights at the workplace, a Diversity Policy wants to eradicate any form of discrimination or internal competition based on origins, identities, traits or appearances. Instead, it stipulates in the statutes that the establishment will use its processes of recruitment, promotion, development and career opportunities to practice open and fair treatment based on merit with a concern for equity and justice.

The Human Resource strategy of an organization aims to employ diverse staff, institutiona-lizing Difference as part of policy and practice. Both structure and culture of the enterprise will demonstrate such competence when all diverse members of staff can confirm feeling treated with equal respect and appreciated for their unique contribution.

While management is responsible for the procedural implementation of Diversity, much of its success resides with the staff’s willingness to make it a reality. Besides its legal aspects, Diversity is social and psychological in nature. It works only if people – at all hierarchical   levels – think and act in an open and fair way with one another.

In this seminar, participants discuss the evolution of Diversity in their establishment and explore ways to lever this strength. Case studies give insights into the legal and socio-cultural implications of Diversity for the international firm and its partners. Simulations help to practice appropriate behaviors around sensitive diversity issues at the workplace.