The English word "diversity" is most often translated into Czech as "diverzita" or "různorodost". In terms of business management, diversity means striving to use fully the potential of all employees, regardless of individual differences in gender, age, nationality, religion, disability, etc. The purpose of diversity is to promote and develop representatives of various minorities, thus enriching the majority staff of the company. This should lead to greater tolerance and better mutual relationships as well as more innovation and better work performance. This is shown by both research and practice in the USA, Great Britain or Scandinavia, where diversity management has become a common procedure in the context of corporate governance.
In large companies, diversity management is mostly a task for independent diversity managers. In smaller companies, it is often the responsibility of people from the HR department. No matter whether diversity is your long-term job or you are only in charge of a specific diversity development project, this article with recommendations on how diversity managers should or should not behave is designed just for you. It is based on a recent piece by Robert Rodriguez on diversity-executive.com. The author describes the common characteristics of successful diversity managers, based on his advisory experience with more than one hundred large companies.
Involve the director
The highest representative of your company should not only promote diversity but personally participate in it. You submit the strategy but they are the executor. If they are not involved enough, do not be afraid to say so. Likewise, teach also lower-level managers that diversity management is a responsibility as important as achieving business results and that they can be just as proud of achievements in diversity.
Learn to influence others
Your task will be to overcome tough obstacles, especially a lack of interest and unwillingness. You need to convince managers and staff to start doing things they have not done so far. You will need a strategy to promote positive changes.
Do not turn back
Of course you have to know the history of the company and learn from it but you should primarily look ahead and teach others to do the same. Create a positive vision of the future and show how it can be achieved through diversity. Actively oppose managers who are always trying to postpone change. Emphasise that there is no need to wait. Some steps can start today.
Focus on talent
Promote diversity in terms of talent for which you are fighting with your competitors. Convince your managers that diversity will help them access broader groups of talents and thus gain a competitive advantage. Evaluate and improve your initiatives.
Celebrate all victories
Maintain the motivation of the employees involved. Do not skip any opportunity to celebrate incremental progress and improvements in diversity in your company.
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