Diversity units widespread but weak in international companies
Study: Analysis of global firms in Europe shows small Diversity units, mostly in HR, usually run by women – limited outreach mainly through D&I councils.
Cologne, Germany, October 06, 2012 --(PR.com)-- Diversity departments have become a significant element in international companies, but their resources are scarce, and thus their impact limited. This is one result of the first Pan-European organisational analysis of the institutionalisation of Diversity Management in international companies. The researchers from European Diversity Research & Consulting evaluated the D&I structures of 31 companies from six different industries. 71 % of the sample report a unit with Diversity management responsibility, which is embedded in other functions in all other companies. Three out of four companies run a Diversity council with at least one Board member or with members from one or two levels below. “The study underlines the solid position diversity has gained in international corporate management,” comments study director Michael Stuber.
A significant result is the strong increase in D&I in recent years: Half of the units have been founded in the past five years, a quarter of them in 2011 or 2012. Only five companies had D&I in the year 2000. What has remained ever since the first European Diversity Survey (EDS 1) is the overwhelming priority on Gender Diversity. A vast majority of 68 % declare "women & men," or often only women, their main focus. No other topic gets mentioned consistently as a priority, which shows up in very low numbers: age 19%, race/ethnicity 13%, sexual orientation 10%. “The sole focus on gender can be explained from the current political pressure, but the business case for Diversity suggest a more holistic approach,” Stuber says about the findings.
Diversity managers seem to be selected as role models for the proclaimed gender focus: 81 % of the units have teams that consist between 50 and 100 % of women. The majority of D&I heads are also female, while some also differ in nationality (at European companies) or in ethnicity (at US companies). The study also found that many D&I staff work part-time or share jobs. “Compared to the huge responsibility and task, the teams are much too small to make a difference in large multinational organisations,” Stuber criticises, although he also acknowledges the increase in de-central resources and the growing involvement of line or business managers, which both help to upgrade the impact of D&I work. “Reaping the benefits of Diversity requires investment, specifically in changing the perception of diversity, some attitudes and quite a few behaviours that are founded on assumptions that are no longer valid in a changing business landscape,” Stuber concludes.
About European Diversity Research & Consulting
With 15 years of experience in helping international companies in EMEA build effective, high-impact diversity and inclusion initiatives, this pan-European service provider is centred on adding value in the field of Diversity Management and Marketing. In previous years, the research and consulting firm has produced ground-breaking surveys and studies such as the first International Business Case Report in 2009, the Work/Life Practice Survey (WLPS) in 2006 and a number of short studies on current trends and themes.
About Michael Stuber:
How can increasingly diverse potential be leveraged? This has been the key question in Michael Stuber’s work for twenty years. After four years of working with two leading consultancies in personnel and organisational development he founded, in 1997, his international Diversity firm with the two brands European Diversity and Ungleich Besser. Through his ground-breaking work, he has become an acclaimed researcher, author and speaker – known as the ‘Diversity Guru’.
Customers (partial list):
Allianz, Bayer, Bosch, Commerzbank, Deutsche Bank, Deutsche Post, Deutsche Telekom, Elite MediaNet, E.ON, GEA Group, Henkel, Infineon, Merck, RWE, T-Systems, VW Bank, Volkswagen AutoUni, European Commission, Federal Ministry for Family, Seniors, Women and Youth, German Federal Employment Agency, International Organization for Migration, Heinrich Böll Foundation.
A significant result is the strong increase in D&I in recent years: Half of the units have been founded in the past five years, a quarter of them in 2011 or 2012. Only five companies had D&I in the year 2000. What has remained ever since the first European Diversity Survey (EDS 1) is the overwhelming priority on Gender Diversity. A vast majority of 68 % declare "women & men," or often only women, their main focus. No other topic gets mentioned consistently as a priority, which shows up in very low numbers: age 19%, race/ethnicity 13%, sexual orientation 10%. “The sole focus on gender can be explained from the current political pressure, but the business case for Diversity suggest a more holistic approach,” Stuber says about the findings.
Diversity managers seem to be selected as role models for the proclaimed gender focus: 81 % of the units have teams that consist between 50 and 100 % of women. The majority of D&I heads are also female, while some also differ in nationality (at European companies) or in ethnicity (at US companies). The study also found that many D&I staff work part-time or share jobs. “Compared to the huge responsibility and task, the teams are much too small to make a difference in large multinational organisations,” Stuber criticises, although he also acknowledges the increase in de-central resources and the growing involvement of line or business managers, which both help to upgrade the impact of D&I work. “Reaping the benefits of Diversity requires investment, specifically in changing the perception of diversity, some attitudes and quite a few behaviours that are founded on assumptions that are no longer valid in a changing business landscape,” Stuber concludes.
About European Diversity Research & Consulting
With 15 years of experience in helping international companies in EMEA build effective, high-impact diversity and inclusion initiatives, this pan-European service provider is centred on adding value in the field of Diversity Management and Marketing. In previous years, the research and consulting firm has produced ground-breaking surveys and studies such as the first International Business Case Report in 2009, the Work/Life Practice Survey (WLPS) in 2006 and a number of short studies on current trends and themes.
About Michael Stuber:
How can increasingly diverse potential be leveraged? This has been the key question in Michael Stuber’s work for twenty years. After four years of working with two leading consultancies in personnel and organisational development he founded, in 1997, his international Diversity firm with the two brands European Diversity and Ungleich Besser. Through his ground-breaking work, he has become an acclaimed researcher, author and speaker – known as the ‘Diversity Guru’.
Customers (partial list):
Allianz, Bayer, Bosch, Commerzbank, Deutsche Bank, Deutsche Post, Deutsche Telekom, Elite MediaNet, E.ON, GEA Group, Henkel, Infineon, Merck, RWE, T-Systems, VW Bank, Volkswagen AutoUni, European Commission, Federal Ministry for Family, Seniors, Women and Youth, German Federal Employment Agency, International Organization for Migration, Heinrich Böll Foundation.
Contact
European Diversity
Barbara Reif
+49 (0)221-222-17-21
www.european-diversity.com
Barbara Reif
+49 (0)221-222-17-21
www.european-diversity.com
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