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Diversity Management Principle

Europe has an increasingly diverse working population, with people of many different backgrounds playing a greater role in the European labour market. This diversity reflects not only population changes due to immigration and mobility between regions and EU member states, but also an increasing recognition of the problems and issues facing a range of marginalised groups in the labour force, such as women, people with disabilities and older workers.

The forces which are driving this tendency towards greater heterogeneity are still on the rise. It seems clear that the European labour market of the future will contain, for example, larger numbers of older workers, women, migrant groups and people with disabilities and that geographical mobility of workers will increase.

The prospect of a structurally diverse European workforce and labour market demands a response which is integrated, proactive and effective. The DiManT project seeks to provide just such a response. Policies for a diverse workforce must be supported by tools for managing diversity at the workplace; tools that enable employers and employees alike to gain the greatest benefits of a diverse workforce, while avoiding the pitfalls.

The DiManT project's approach to diversity management is founded on a number of principles, which provide the basis for the development of the project's products. These principles also reflect the philosophy of the project, which is that: pro-actively managing diversity in the workplace will provide business benefits and will help meet the obligations of social justice.

The DiManT Diversity Management Principles are:

• A Proactive Approach
  

  DiManT advocates a proactive approach to managing diversity at the workplace. Having a diverse workforce is a business asset and opportunity, rather than a problem to be avoided or defended against. Taking a proactive approach enables you to identify and realise the potential of the diverse knowledge, skills and background of the workforce. It also enables the organisation to fulfil the obligations of social justice and Corporate Social Responsibility. Taking a defensive and legalistic approach ensures that the organisation will fail to realise its potential.

• A Common and Integrated Approach
  

  Many organisations have policies which relate to diversity management. Policies relating to gender, people with disabilities, equality, Corporate Social Responsibility and others may all be relevant to managing diversity in the work place. In addition, new legislative initiatives relating to diversity management are coming on stream.

  Over time, this piecemeal approach to diversity issues may cause problems for the organisation, especially as legislation now demands that diversity and equality be managed on multiple grounds.

  DiManT adopts an integrated and common approach to managing a diverse workforce. While recognising the unique circumstances affecting specific groups, DiManT proposes that organisations adopt a common and integrated approach to dealing with a diverse workforce. This approach ensures that diversity is managed in an efficient way and that maximum benefit can be obtained both for the organisation and the individuals concerned.

• Inclusion and Equity
  

  The DiManT project endorses the social justice model in proposing methods and tools for managing diversity. In particular, it recognises that workers coming from diverse backgrounds are entitled to equal rights and that organisations, as a part of society, have the responsibility to support social justice for all.

  In doing so, DiManT also recognises the need to demonstrate the business case for managing diversity. DiManT proposes that the business case and the social justice case are consistent with one another.

• The Business Case
  

  DiManT believes that demonstrating the business case for diversity management is important to ensuring the effectiveness of diversity management policies. Organisations need to take a proactive approach to diversity management which seeks to maximise the potential of their workforce and therefore of the organisation. DiManT proposes that, in demonstrating the business case, organisations can also meet their commitments to social justice and Corporate Social Responsibility.

• A European Approach
  

  Diversity in the workplace is an issue which is coming to the fore in all EU Member States and the EU is undertaking legislative initiatives in the area of diversity. DiManT recognises this reality and adopts a European approach to managing diversity. This means that the project takes into account the emerging European approach and reflects this in the information available on the website and in the methods and tools provided for undertaking a diversity management programme.

In adopting these principles, DiManT seeks to maximise the benefits of diversity management for both organisations and individual workers. It also seeks to maximise the utility and applicability of the information and support tools provided throughout the website.