Patricia Schuette, MA, is a researcher at the chair of work organization and work structuring at the Institute for Applied Work Science of Ruhr-University of Bochum. She is involved in research focusing on cultural diversity and demographic change, organizational change, German police organizations, and homeland security. She may be reached at email@example.com.
Theme 5: Preserving Diversity
Activities Raising Organizational Awareness for Intercultural Diversity
Examples from Economy by Diversity
Version of Record online: 30 MAY 2013
Copyright © 2013 Bridgepoint Education, Inc. and Wiley Periodicals, Inc.
Journal of Psychological Issues in Organizational Culture
Special Issue: Reframing Diversity Interventions in Austere Times
Volume 3, Issue S1, pages 276–289, May 2013
How to Cite
Schuette, P. and Siebold, J. (2013), Activities Raising Organizational Awareness for Intercultural Diversity. J of Psych Issues in Org Culture, 3: 276–289. doi: 10.1002/jpoc.21075
- Issue online: 30 MAY 2013
- Version of Record online: 30 MAY 2013
Which activities raise organizational awareness for intercultural diversity? This was the main question of the German project Economy by Diversity. The first aim of this article is to answer this question. Examples and empirical findings of the project work will help illustrate the approach chosen by the project team to bring cultural diversity in small- and medium-size enterprises (SMEs).
The article also discusses the usefulness of the often-criticized access–legitimacy paradigm based on the evaluation results. The project concentrates on a counseling procedure to transfer the topic of diversity into SMEs. It was evaluated using observation records and interviews with the executive board and employees. Early findings indicate that the organizational executives expect financial benefits from their concern with diversity. It is important for them to discover opportunities to link their concrete work to a topic such as diversity.
Another focus of the article is that primary access to an organization to work with the topic of diversity succeeds by concentrating on one certain diversity dimension. By including external perspectives concerning organization and market, the enterprise could be pushed to reflect its primary organizational focus. In addition, there is an organizational need for exchange and networking with individuals who have an immigrant history.