All together success equals practicing diversity

Article 02 of 10 in the series 'Diversity unites business and prosperity'

_ Everyone should belong, develop their talents and contribute to the common success. The idea of diversity is good for everyone and yet it has been criticised. There are reasons for this. And solutions as well. _

Cologne, June 11, 2025 - Diversity was long and understandably celebrated as a concept for progress. Recently, its shortcode 'DEI' has come under fire: too one-sided, too charged, too accusatory. The latest analysis by Engineering D&I shows how diversity can be rethought - as a concept for all. If diversity appeals to everyone and everyone feels included, it will once again become a success factor for business and a 'we experience' of society.

Diversity as a connecting code, not a divider

Public perception often equated diversity with minorities - also in the positive sense of visibility. However, this focus had an exclusionary effect on many, for example in the case of simplistic target quota, generalised accusations, alleged moral superiority, unattainably growing demands, impatience or unforgiveness. Even die-hard supporters warned: Diversity must be comprehensively approached, constructively designed and communicated in a meaningful way. Only then the basis for mutual respect and cooperative coexistence will emerge, as Michael Stuber knows from 25 years of international experience: _"Diversity does not succeed through division, but through cohesiveness. We are all part of diversity - in a city, a region or a company. If diversity is only about the others, the community has already lost."_

From symbolism to substance: shaping diversity productively

Positive experiences of togetherness are not created through images or labels, but through interest, exchange and ultimately collaboration. Diversity has a positive effect when values, communication and actions are consistent - and when all differences are recognised, not leveled or ranked. "Being different is not a value in itself," says Stuber, using selection processes as an example: unjustified discrimination or the expectation to 'fit in' are widespread and bad for companies and for diversity. Nevertheless, he warns: "Equating difference with better qualifications is overshooting the mark". The example shows that diversity constantly challenges us to review and expand boundaries - without repeating historical mistakes in reverse.

The new paradigm: successful togetherness instead competitive group activism

The analysis of the recent polarisation calls for a change of perspective: to see diversity not just as an identity or minority policy, but (once again) as a development concept for people and organisations.

Companies can be pioneers and role models: The common mission to be successful provides the goal and corporate values form the basis. Men and women, old and young and all cultures and orientations can learn from each other and grow together within this framework. Collective diversity makes diversity a unifying theme - across differences. The topic and group struggle, on the other hand, divides even the diversity bubble.

One boundary remains: Intolerance

Philosophers and politicians have long pointed out that even respect, openness and tolerance (must) have a limit. Discrimination, exclusion or the rejection of certain topics or groups must not abuse the protected status of a diversity dimension. This has been happening for years - mostly ideologically motivated - through demands for diversity of opinion or diversity of thought. "Hijacking liberal principles is a recurring problem and always a test case," confirms Stuber. According to the expert, strong concepts such as democracy and diversity can withstand this.

Reading tip: The D&I knowledge blog en.DiversityMine.eu contains almost 2,000 articles including a category with over 200 articles on talent-oriented diversity https://en.diversitymine.eu/category/hr/

Info - Box

15 ways to create diversity for all

01 Define diversity through both identity characteristics, perspectives and values
02 Do not delegate diversity to minorities/underrepresented, but include majorities
03 Design communication comprehensively and name all subgroups
04 Start with belonging, not with difference
05 Identify commonalities: Everyone deserves respect, success, development
06 Enable participation - e.g. via dialog formats, do not focus on special interests only
07 Address disadvantages in daily processes and routines instead of treating them separately
08 Do not play off/offset professional and personal qualifications against demographic diversity
09 Address bias in all situations and for all people
10 Consider different value systems instead of setting ethical and moral standards
11 Make the added value of diversity visible - for employees, teams, customers & the company
12 Review routines - who is listened to, who is involved, who is committed?
13 Understand, demand and celebrate different perspectives as a resource
14 Celebrate diversity and combine it with comprehensible relevance (for the organization)
15 Consider diversity as a development issue for everyone - not as an image factor

Michael Stuber
Richard-Wagner-Str. 25
D 50674 Koeln
Germany

Engineering D&I stands for evidence-based, internationally experienced diversity research & consulting with a strategic focus. For over 25 years, Michael Stuber and his team have been developing sound D&I concepts for companies, institutions and organisations. They combines analyses,d impact and relevance - for tailor-made solutions that harness diversity as economic potential.

This release was published on openPR.