Diversity management is increasingly perceived as a relevant and strategic topic.

DOIT-smart advises around a dozen customers from the industrial, service and retail sectors on the implementation of their diversity strategies.

In this newsletter we would like to give you some insights into our work with our customers. Workshops have proven to be a good tool for new and exciting solutions, in addition to traditional methods, like a quantitative and qualitative analysis.

See also: Report Unconscious Bias Workshop at the  Bühler Group

In order for diversity to be successfully implemented in a company, it is necessary to implement the measures in various areas.

We at DOIT-smart distinguish between 8 dimensions and draw on a pool of over 100 documented measures and products, which we assign to the respective stage of development of the company.

The Federal Statistics Office has recently published the latest figures on part-time employment (see the current 10vor10 article with our DOIT-smart CEO Andy Keel).

59% women vs. 18% men

Overall, almost 60% women work part-time, while the amount of men (18%) is much smaller, even though part-time work has also become more important among men.

The study also states that the family situation has a strong influence on the level of employment among women: 80% of all women with small children work part-time.

Bringing women into leading positions requires that leadership experience can be acquired as early as possible in a career. If young women work part-time because of their parenthood, part-time leadership must become possible. Too often it is still expected that leaders are fully present- an attitude that seems antiquated. The role of superiors is changing and so is the requirement for attendance time.

Flexible working hours and part-time working models in management level belong to the corporate culture of a modern company and make the company more attractive for everyone (not only women).

Gender-specific prejudices, stereotyping and a lack of role models are further obstacles in a woman’s career. For this to change, men also need to contribute their power. As superiors they decide on the promotion and therefore on the career of their employees. As colleagues they can shape the tone of their dealings.

From years of experience with the „TEILZEITMANN“, we know how you can address this topic to men and turn them into supporters.

More about our „Engaging Men“ module can be found here.

Women are often accused of being the one to blame for earning less and not being promoted- they should negotiate more confidently and sell their services better.

Business seminars, which aim to teach women how to adapt male behavior (copy the men), are booming.

However, in order to benefit from the added value of diversity, this approach is not very effective, since it cements a system created by men, which only permits and rewards certain behaviors.

On the occasion of a customer event organized by P&G and PWC under the slogan „Myths of gender equality in the digital workplace“ DOIT-smart discussed the myth „Women need fixing“ with executives. We are happy to share a summary here.

In order fro women to be equally involved, companies must change their values, processes, culture, structures and behaviors. This also includes the appreciation of qualities that tend to be assigned to the female gender, such as empathy. Even unconscious distortions, f.e. stereotypes, must be made conscious and personnel processes that are affected by them must be changed through behavioral design.

Last but not least, this includes breaking through hierarchies and redefining standards and beliefs.

Participants’ suggestions ranged from evenly distributed, compulsory parental service to the abolition of all requirements on how to work. One of the key issues that emerged, is the need to develop a leadership culture that gives all employees room to contribute.

An example for this is the Round Robin method: The person who leads the meeting asks each person individually for his or her opinion and brings his/her own opinion only in at the end. Because of that, all participants have the opportunity to contribute or say nothing. In such a culture, managers should set an example by making it possible for everyone to reconcile work and family (or hobbies).

As the event was dedicated to the digital workplace, the group chose as the best measure a technology that allows employees to provide continuous feedback on inclusion.