D&I management is a long-term change management and learning project with cultural change as the ultimate goal. To achieve this goal, changes in behavior and attitudes among managers and employees must be initiated so that D&I management is seen as an essential means to ensure societal legitimacy and sustainable corporate success.
Successful implementation of the D&I strategy requires an inclusive and competent leadership style. In addition to training and mentoring programs, issue-specific networks and gamification elements such as competitions (e.g., D&I awards) can encourage employees to actively participate in D&I management. Empathic interpersonal communication, active listening, and the judicious use of humor may persuade skeptics of the benefits of D&I initiatives.
„I would say that without the board’s commitment, such efforts are doomed to fail. I've been working in this field for 14 years now, and in those years, I've reported three times a year to the Group’s executive board to discuss the latest figures, data, and facts on diversity. To me, that’s key to success. Unfortunately, an executive board regularly putting diversity on the agenda is not a matter of course for many companies.”
Ursula Schwarzenbart, Head of Talent Development & Diversity Management, Daimler AG
The research project was conducted by Dr. Sabine Einwiller and Daniel Wolfgruber at the University of Vienna from 2020 to 2021: