Shaping diversity as a unifying approach - and everyone wins

Series "Diversity unites the business and prosperity" (article 01/10)

Shaping diversity as a unifying approach

_Neither colorful actionism nor short-sighted deletion: Smart diversity concepts reach everyone and are good for companies, society and people_

Cologne, 27 May 2025 - Polarisation, activism or withdrawal - many companies are currently looking for the right way to deal with 'DEI'. The latest analysis by European Diversity shows why neither caving in nor symbolic politics lead to sustainable success - and how companies can make diversity a credible and economically viable unifying approach.

Polarisation harms DEI - and the company

"D&I is either demonstratively ended or loudly confirmed. Both approaches generate resistance," says D&I Engineer, Michael Stuber, describing the current situation. Even "ducking away" is not a viable solution. The Engineering D&I analysis shows that unreflected diversity initiatives are increasingly leading to irritation or rejection - even among supporters.

Individual positioning instead of a blueprint good practice

Even if the desire for an accepted approach is the same for many companies, there is no blueprint for this. Many years of experience show how companies can develop a tailor-made D&I approach based on their business model, their individually matured culture and their stakeholder structure. "Instead of slogans suitable for publicity, we now need company-specific narratives that are linked to the identity and demonstrate added value for everyone," says Stuber.

Relevance creates resonance - even with skeptics

Resistance arises where D&I comes across as one-sided accusation. The analysis by European Diversity shows how companies can also reach and win over the so-called mainstream by focusing on common interests, strategic embedding and inclusive communication - and thereby create a new 'we experience'.

_"Diversity unites when we make it inclusive. With the right messages, D&I resonates - even with those who previously did not feel they belong to diversity."_ - Michael Stuber, D&I Engineer

Expert advice: mind these three gaps

In order to develop a widely accepted diversity approach, the D&I pioneers at European Diversity recommend examining three possible discrepancies:

* The engagement gap (Who is participating - and who is not?),
* the leadership gap (who sets the tone on diversity?) and
* the impact gap (what measurable improvements does DEI achieve?).

The comprehensive D&I KnowledgeBlog de.DiversityMine.eu describes how the results of such analyses quickly and effectively remove small obstacles. Companies thus pursue the original idea of diversity as a unifying win-win concept: 'Diversity unites business and prosperity'.

_Info - Box _
Making diversity a win-win for everyone - checklist for companies
* Analyse the corporate context in a multi-layered way
* Clarify and connect stakeholder needs
* Re-evaluate and consider polarisation risks
* Put relevance and common interests before symbolism
* Use leadership as a cultural driver
* Measure positive impact and benefits instead of quotas

Reading tip: The D&I KnowledgeBlog DiversityMine offers one of the largest curated collections of in-depth articles on constructively shaping diversity in business, society and politics; it comprises almost 2,000 articles from over 20 years https://en.diversitymine.eu

European Diversity Engineering D&I
Michael Stuber
Richard-Wagner-Str. 25
D 50674 Köln
Germany
Phone +492212221720
Email office@diversity-consulting.eu

Engineering D&I stands for evidence-based, internationally experienced diversity consulting with a strategic focus. For over 20 years, Michael Stuber and his team have been developing sound D&I concepts for companies, institutions and not-for-profit organisations. They combine scientific analysis, impact and relevance - for tailor-made solutions that harness diversity as economic potential.

This release was published on openPR.