Migration - Integration - Diversity: Diversity: Mode = oder Muss?

From: Subject: Migration - Integration - Diversity: Diversity: Mode oder Muss? Date: Tue, 22 Nov 2005 16:09:40 +0100 MIME-Version: 1.0 Content-Type: multipart/related; type="text/html"; boundary="----=_NextPart_000_0000_01C5EF7F.24F66620" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.2180 This is a multi-part message in MIME format. ------=_NextPart_000_0000_01C5EF7F.24F66620 Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Content-Location: http://www.migration-boell.de/web/nav/48_337.htm Migration - Integration - Diversity: Diversity: Mode = oder Muss? , Dresden, Germany" name=3DCopyright>

Politik=20 & Gesellschaft Diversity = Management Diversity = in der Heinrich-B=F6ll-Stiftung Trainings<= /A>=20 Projekte=20

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Michael = Stuber

Diversity: Mode oder Muss?

von Michael Stuber

Obwohl das Interesse an Diversity = sowohl in der=20 Forschung als auch in Arbeitsorganisationen w=E4chst, = muss sich=20 der Ansatz immer wieder gegen den Vorwurf einer=20 Modeerscheinung wehren. Diversity, so Kritiker, sei = eine von=20 vielen US-amerikanischen Managementkonzepten, auf = deren=20 kometenhafter Aufstieg der schnelle Fall folgen werde. = Bereits=20 der Begriff "Diversity" sorgt f=FCr Irritationen - das = englische=20 Wort tr=E4gt mitunter zur Skepsis bei, obwohl in = anderen, vor=20 allem technischen Bereichen gerne auf = angels=E4chsische Begriffe=20 zur=FCckgegriffen wird. Die vielf=E4ltigen=20 Definitionsm=F6glichkeiten, Paradigmen und Zug=E4nge = verwirren=20 zus=E4tzlich und tun damit ihr =FCbriges. Der Vorwurf = einer=20 Modeerscheinung kommt in diesem Zusammenhang gelegen. = Er weist=20 einerseits auf eine m=F6gliche Scheu vor = Ver=E4nderungen hin,=20 andererseits auf eine nicht unmittelbar vollziehbare=20 Identifikation mit dem Ansatz.

Doch was umfasst das Konzept = "Diversity"?=20 Offensichtlich erscheint zun=E4chst die =DCbersetzung = mit=20 "Vielfalt". Hier spielt jedoch die feine = Unterscheidung der=20 Gro=DF- und Kleinschreibung im Englischen eine = wichtige Rolle:=20 W=E4hrend sich "diversity" - mit kleinem "d" - auf=20 Unterschiedlichkeiten bezieht, beschreibt "Diversity" = - auch=20 im Englischen mit gro=DFem "D" - ein Gesamtkonzept = f=FCr=20 Wirtschaft, Politik und Gesellschaft. Dabei bezeichnet = Diversity das Zusammenwirken mehrerer Bausteine, durch = das=20 Unterschiedlichkeiten in und von Organisationen = (an-)erkannt,=20 wertgesch=E4tzt, einbezogen und so als positive = Beitr=E4ge genutzt=20 werden. Der Grundgedanke lautet: Vielfalt ist kein = Wert und=20 kein Ziel an sich. Erst durch Offenheit f=FCr Anderes = und durch=20 Entfaltungsm=F6glichkeiten f=FCr Andere k=F6nnen = Mehrwerte=20 entstehen. In dieser Gesamtheit und Breite stellt = Diversity=20 tats=E4chlich ein neues Konzept dar.

Gesellschaftliche = Ver=E4nderungen als=20 unausweichliche Realit=E4t

Der Vorwurf einer Modeerscheinung ist = in=20 vielerlei Hinsicht irref=FChrend: Gesellschaftliche=20 Ver=E4nderungen wie der demographische oder der = Wertewandel=20 stellen tradierte Unternehmenskulturen und -strategien = in=20 Frage. Ver=E4nderte Rahmenbedingungen erfordern neue = Ans=E4tze und=20 Antworten. Die h=E4ufig un- oder unterbewusst auf den = "deutschen=20 Familienvater mittleren Alters" zugeschnittenen = Systeme=20 erweisen sich als nicht l=E4nger wettbewerbsf=E4hig, = im Kampf um=20 die besten K=F6pfe, die innovativsten L=F6sungen und = die=20 nationalen und internationalen M=E4rkte. Besonders = f=FCr=20 international t=E4tige Unternehmen und Organisationen = stellen=20 sich die Belegschaften, Kunden und Gesch=E4ftspartner = zunehmend=20 vielf=E4ltig dar. Technisierung, Virtualisierung und = Mobilit=E4t=20 haben die Welt ver=E4ndert und so stellen = grenz=FCberschreitende=20 Arbeitsgruppen und globale M=E4rkte oder = Produktionen eine=20 neue Realit=E4t - und die Zukunft dar. Diversity = bietet hierf=FCr=20 einen langfristig tragf=E4higen Ansatz.

Kluft zwischen Theorie und=20 Praxis

Die proklamierten Ziele des = Diversity-Ansatzes=20 sind theoretisch konsistent. Die Wissenschaft und die=20 Praxisstudien best=E4tigen, dass ein kultureller = Wandel, wie ihn=20 Diversity anstrebt, nur =FCber einen l=E4ngeren = Prozess realisiert=20 werden kann. Wertsch=E4tzung von Anderen und der = Umgang mit=20 Ungewohntem setzt eine klare Identit=E4t und ein=20 Sicherheitsgef=FChl beim Individuum und ebenso bei = einer=20 Organisation voraus. Ist dies nicht gegeben, besteht = ein=20 gro=DFer Teil des Prozesses in reflexiven Ans=E4tzen. = Andererseits=20 erfordert die nachhaltige Ver=E4nderung von = Organisationen aus=20 systemischer Sicht eine =DCberpr=FCfung und ggf. = Anpassung von=20 Strukturen und Prozessen, um Filterfunktionen zu=20 neutralisieren. Diese Besonderheiten des = Diversity-Konzeptes=20 geben keine Hinweise auf eine Kurzfristigkeit des = Ansatzes. Im=20 Gegenteil, Wissenschaft und Praxis setzen langfristig=20 orientierte Modelle f=FCr Diversity ein.

Dennoch l=E4sst sich eine Kluft = zwischen Theorie=20 und Praxis feststellen. Studien zeigen eine = simplifizierte=20 Umsetzung von Diversity: In Erwartung schneller = Effekte, der=20 Hoffnung auf Imageverbesserungen durch das Label = "Diversity"=20 oder einfach nur, um anderen nicht nachzustehen, wird=20 Diversity in manchen Organisationen nur fragmentarisch = implementiert. Das Beispiel "Work-Life-Balance" = verdeutlicht=20 dies: Deutsche Unternehmen setzen Work-Life-Balance = h=E4ufig mit=20 Familienfreundlichkeit gleich. Anders als der = umfassende=20 Ansatz "Diversity", der stets versucht, = unterschiedliche=20 Auspr=E4gungen und Realit=E4ten einzuschlie=DFen, = dienen Ans=E4tze der=20 "Vereinbarkeit von Familie und Beruf" letztlich der = F=F6rderung=20 des traditionellen Familienverst=E4ndnisses. Oder = anders gesagt:=20 F=FCr kinderlose Paare oder, Singles oder f=FCr = =C4ltere, deren=20 Kinder "aus dem Haus" sind, werden keine oder kaum = Ma=DFnahmen=20 zur Vereinbarkeit von Beruf und Privatleben (!) = angeboten.=20 Diversity zielt auf die Einbeziehung aller = Besch=E4ftigten ab=20 und ist dadurch wesentlich weniger anf=E4llig f=FCr = wechselnde=20 Themen oder wandelnde Priorit=E4ten.

Auch die betriebliche Praxis in den = USA und=20 Gro=DFbritannien macht deutlich, dass Diversity nicht = kurzlebig=20 ist. Der Ansatz blickt in den USA bereits auf eine = 20j=E4hrige=20 Etablierung zur=FCck und gewinnt weiter an Bedeutung:=20 Publikationen zum Thema nehmen zu und die Anzahl der=20 Unternehmen, die Diversity explizit und fokussiert = betreiben,=20 w=E4chst. Etwa 90 Prozent der f=FChrenden Unternehmen = aus den USA=20 (Fortune 500) verf=FCgen mittlerweile =FCber eine=20 Diversity-Politik, dar=FCberhinaus ist Diversity auch = in vielen=20 =F6ffentlichen Einrichtungen verankert. In Deutschland = betreiben, nach Sch=E4tzungen, bislang allenfalls 50 = Unternehmen=20 Diversity. Nun sind die USA nicht gerade ber=FChmt = f=FCr=20 langfristige, nachhaltige Konzepte, eher schon f=FCr=20 kurzfristige Erfolgsrechnungen. Wenn die Bedeutung von = Diversity in diesem Umfeld auch nach 20 Jahren noch = weiter=20 zunimmt, gibt es Grund zur Annahme, dass auch im = vielf=E4ltigen=20 Europa, bei zunehmender Migration und wachsender = Offenheit=20 durch internationale Kommunikation und Mobilit=E4t der = Ansatz=20 Diversity auch in Zukunft Mehrwerte bieten wird.

Michael Stuber gr=FCndete ungleich besser mi.st = [Diversity Consulting]. http://www.ungleich-besser.de/

Wenn Sie uns Ihre Meinung zum = Beitrag von=20 Michael Stuber mitteilen wollen, schreiben Sie uns = an

meinung@boell.de

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8px 5px } #DivCont .txtTitle A:visited { COLOR: #ff9900 } #DivCont .txtContent A:visited { COLOR: #ff9900 } #DivCont .txtPContent A:visited { COLOR: #ff9900 } #DivCont .title { BORDER-BOTTOM: #cccccc 1px solid; BACKGROUND-COLOR: #fefaf3 } .txtContent A:hover { COLOR: #cc3333 } .imgCaption { MARGIN: 5px 10px 8px 5px } .trenner { BORDER-BOTTOM: #cccccc 1px solid } .dummy { PADDING-BOTTOM: 4px } .imgPfeil { VERTICAL-ALIGN: middle; WIDTH: 8px; HEIGHT: 17px } #Content .head { HEIGHT: 54px } .tdContMig { VERTICAL-ALIGN: top; WIDTH: 200px; HEIGHT: 542px; BACKGROUND-COLOR: = #effcfc; TEXT-ALIGN: left } .tdContMig2 { VERTICAL-ALIGN: top; WIDTH: 200px; HEIGHT: 94px; BACKGROUND-COLOR: = #effcfc; TEXT-ALIGN: left } .tdContInt { VERTICAL-ALIGN: top; WIDTH: 400px; HEIGHT: 542px; BACKGROUND-COLOR: = #f7ffe8; TEXT-ALIGN: left } .tdContInt2 { VERTICAL-ALIGN: top; WIDTH: 400px; HEIGHT: 94px; BACKGROUND-COLOR: = #f7ffe8; TEXT-ALIGN: left } .tdContDiv { VERTICAL-ALIGN: top; WIDTH: 200px; HEIGHT: 542px; 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PADDING-BOTTOM: 0px; MARGIN: 0px; BORDER-LEFT: 0px; WIDTH: 150px; = PADDING-TOP: 0px; BORDER-BOTTOM: 0px; HEIGHT: 94px } .space_w200h5 { DISPLAY: none } .space_w400h5 { DISPLAY: none } .noprint { DISPLAY: none } ------=_NextPart_000_0000_01C5EF7F.24F66620 Content-Type: application/octet-stream Content-Transfer-Encoding: quoted-printable Content-Location: http://www.migration-boell.de/pics/script/global.js /*=0A= Heinrich-B=F6ll-Stiftung Berlin,=0A= Dresden, Germany=0A= Juli 2005=0A= */=0A= function MM_preloadImages() { //v3.0=0A= var d=3Ddocument; if(d.images){ if(!d.MM_p) d.MM_p=3Dnew Array();=0A= var i,j=3Dd.MM_p.length,a=3DMM_preloadImages.arguments; for(i=3D0; i = < a.length; i++)=0A= if (a[i].indexOf("#")!=3D0){ d.MM_p[j]=3Dnew Image; = d.MM_p[j++].src=3Da[i];}}=0A= }=0A= =0A= function MM_findObj(n, d) { //v4.01=0A= var p,i,x; if(!d) d=3Ddocument; if((p=3Dn.indexOf("?")) > = 0&&parent.frames.length) {=0A= d=3Dparent.frames[n.substring(p+1)].document; n=3Dn.substring(0,p);}=0A= if(!(x=3Dd[n])&&d.all) x=3Dd.all[n]; for (i=3D0;!x&&i < = d.forms.length;i++) x=3Dd.forms[i][n];=0A= for(i=3D0;!x&&d.layers&&i < d.layers.length;i++) = x=3DMM_findObj(n,d.layers[i].document);=0A= if(!x && d.getElementById) x=3Dd.getElementById(n); return x;=0A= }=0A= =0A= function MM_nbGroup(event, grpName) { //v6.0=0A= var i,img,nbArr,args=3DMM_nbGroup.arguments;=0A= if (event =3D=3D "init" && args.length > 2) {=0A= if ((img =3D MM_findObj(args[2])) !=3D null && !img.MM_init) {=0A= img.MM_init =3D true; img.MM_up =3D args[3]; img.MM_dn =3D img.src;=0A= if ((nbArr =3D document[grpName]) =3D=3D null) nbArr =3D = document[grpName] =3D new Array();=0A= nbArr[nbArr.length] =3D img;=0A= for (i=3D4; i < args.length-1; i+=3D2) if ((img =3D = MM_findObj(args[i])) !=3D null) {=0A= if (!img.MM_up) img.MM_up =3D img.src;=0A= img.src =3D img.MM_dn =3D args[i+1];=0A= nbArr[nbArr.length] =3D img;=0A= } }=0A= } else if (event =3D=3D "over") {=0A= document.MM_nbOver =3D nbArr =3D new Array();=0A= for (i=3D1; i < args.length-1; i+=3D3) if ((img =3D = MM_findObj(args[i])) !=3D null) {=0A= if (!img.MM_up) img.MM_up =3D img.src;=0A= img.src =3D (img.MM_dn && args[i+2]) ? args[i+2] : ((args[i+1])? = args[i+1] : img.MM_up);=0A= nbArr[nbArr.length] =3D img;=0A= }=0A= } else if (event =3D=3D "out" ) {=0A= for (i=3D0; i < document.MM_nbOver.length; i++) {=0A= img =3D document.MM_nbOver[i]; img.src =3D (img.MM_dn) ? img.MM_dn = : img.MM_up; }=0A= } else if (event =3D=3D "down") {=0A= nbArr =3D document[grpName];=0A= if (nbArr)=0A= for (i=3D0; i < nbArr.length; i++) { img=3DnbArr[i]; img.src =3D = img.MM_up; img.MM_dn =3D 0; }=0A= document[grpName] =3D nbArr =3D new Array();=0A= for (i=3D2; i < args.length-1; i+=3D2) if ((img =3D = MM_findObj(args[i])) !=3D null) {=0A= if (!img.MM_up) img.MM_up =3D img.src;=0A= img.src =3D img.MM_dn =3D (args[i+1])? args[i+1] : img.MM_up;=0A= nbArr[nbArr.length] =3D img;=0A= } }=0A= }=0A= =0A= function MM_swapImage() { //v3.0=0A= var i,j=3D0,x,a=3DMM_swapImage.arguments; document.MM_sr=3Dnew Array; = for(i=3D0;i < (a.length-2);i+=3D3)=0A= if ((x=3DMM_findObj(a[i]))!=3Dnull){document.MM_sr[j++]=3Dx; = if(!x.oSrc) x.oSrc=3Dx.src; x.src=3Da[i+2];}=0A= }=0A= =0A= function MM_swapImgRestore() { //v3.0=0A= var i,x,a=3Ddocument.MM_sr; for(i=3D0;a&&i < = a.length&&(x=3Da[i])&&x.oSrc;i++) x.src=3Dx.oSrc;=0A= }=0A= /* validierung */=0A= function checkField() {=0A= var strValue =3D document.forms['F_Search'].elements['qu'].value;=0A= var regTest =3D /\w/;=0A= if(regTest.test(strValue) =3D=3D false)=0A= { alert ('Sie haben keinen Suchbegriff eingegeben!');=0A= return false;}=0A= return true;=0A= }=0A= =0A= /* user - defined */ ------=_NextPart_000_0000_01C5EF7F.24F66620--