Dimensions of Diversity dimensions according to the UN

Dimensions of Diversity dimensions according to the UN Human Rights Convention Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu

Accordingly human, European and nation state legal provisions define the diversity dimensions “Age” “Disability” “Ethnicity” “Gender” “Religion” “Sexual orientation” as the “Big 6” (Hardmaier/Vinz 2007). Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu

• The diversity categories age, disability, ethnicity, gender, religion and sexual orientation differ at many levels. There are not only differences between the individual diversity dimensions but also differences within each dimension. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu

Diversity management, in terms of human rights requirements, needs to be considered in relation to several challenges: § Simultaneously visualising and recognising diversity § Potential clashes within different groups, where conflicts of interest exist, that could become manifestated. § Critical and reflective diversity management operates on the one hand between identity critique (the attempt to avoid fixing and essentialising a person or group in an identity position) and on the other hand defining identities by the simultaneous recognition of these identity constructions (by naming and managing certain social categories they therefore always become defined) Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu

• A central task within diversity management, that refers to general human rights that are valid for all, is the reflection and the breaking down of dual and often stereotypical thinking when designating groups or persons (e. g. young/old, male/female) to organisations or social structures. • But as diversity management is context-specific, it depends upon the organisation, as to which dimensions play a leading active role and how these are actually dealt with. • Fundamentally diversity management should address as many diversity dimensions as possible. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu

• Working with diversity is not just limited to these diversity dimensions, but rather it fundamentally encompasses every difference and every similarity between people and groups. In this respect, for example, commuters and sports fans could become the focus of tactically and strategically oriented initiatives. • In terms of the definition of diversity management all diversity dimensions are not only of interest to an organisation‘s own workforce but are also of interest to it’s external stakeholders. (Bendl/Hannapi-Egger/Hofmann 2012) Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu