“Diversity is not just a buzzword, but a decisive factor for corporate success and the successful implementation of projects. Different perspectives, experiences and backgrounds promote creative solutions and innovative ideas. In an increasingly globalized and interconnected world, it is essential that the diversity of society is also reflected in companies.

“Diversity not only brings together different perspectives, but also promotes a working environment in which all employees feel valued and heard,” emphasized Prof. Jörg Dörr, extended institute director at Fraunhofer IESE, in his opening speech. “This not only leads to greater employee satisfaction, but also to increased productivity and better results in projects.”

Counteracting the skills shortage through diversity

However, there are also facts, such as the shortage of skilled workers, that require a rethink in employee recruitment and an “opening up” to “otherness”. Companies and institutions must include “diversity” in order to find sufficient staff. Andrea Bergsträßer from Westpfalzklinikum Kaiserslautern also confirmed this. The hospital uses the potential from other countries, for example, to ensure an adequate care situation. However, it is important to overcome the language barriers as quickly as possible, as clear communication between nursing staff and patients can be life-saving.

We can grow through diversity

Everyone on the panel agreed that diversity can also be exhausting. Different opinions and approaches can lead to confrontations that are often perceived as unpleasant. However, it is precisely these confrontations that are necessary in order to fully exploit the potential of diversity. This was also emphasized by Esther Richter from BASF: “Diversity in teams can lead to friction. However, I am convinced that it is precisely these conflicts that ultimately achieve the best results and that we cannot grow without diversity.”

Prof. Dieter Rombach, CEO of SIAK and founding father and former institute director of Fraunhofer IESE, also confirmed that, in addition to excellence, heterogeneity is also needed in research in order to develop innovative ideas. Working in heterogeneous teams is also much more fun. Nevertheless, he sees an imbalance in the way men and women perceive themselves: “Although they are equal on the surface, at the core women still believe too little in their abilities,” says Rombach. This is why he is also involved in schools, for example, to increase self-confidence and unleash dormant potential.

Saskia Bugera from 1. FC Kaiserslautern reported that sports teams in particular can be a good role model when it comes to “living diversity”. “Just one look at our Fritz Walter Stadium at a home game shows that people from all walks of life come together here. And a look into the dressing room makes it clear that nationality, skin color or religion play no role in soccer. We at FCK want to continue to create the conditions for diversity to be lived here in the future.”

Diversity needs structural support

Abdul Dogan, inclusion athlete, addressed the aspect of accessibility in an interview. He reported on the many hurdles that restrict his mobility as a wheelchair user. For example, going to the doctor when there is an elevator but it is far too narrow for a wheelchair user, or taking the train when climbing stairs is not possible and the elevator is broken, not to mention the numerous structural obstacles to getting around the city.

His appeal at this point is: “We must not give up speaking out. Physical and mental barriers should not be social barriers. To change this for people with disabilities, we need better structural framework conditions.”

This is precisely where Fraunhofer IESE's research comes in. For example, Steffen Heß and his team in the “Digital Innovation & Smart City” department are working on digital solutions for liveable cities of the future. It is important to include the interests of a wide range of target groups in research projects.

Setting an example by signing the “Diversity Charter”

The Diversity Charter was launched in 2006 by companies and politicians to recognize and include diversity in the work culture. To date, 6,000 companies and institutions have signed the Diversity Charter and are thus actively committed to a prejudice-free working environment in which all employees - regardless of age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and ideology, sexual orientation and social background - are valued. In her presentation, Sophia Schütz from the Diversity Charter emphasized that it is important to recognize, promote and make use of existing diversity. Companies must create an appreciative working environment for all employees and take a stand and speak out when discrimination occurs on the basis of skin color, gender orientation, etc., she said. As part of the Diversity Summit in Kaiserslautern, a number of companies and institutions signed the Diversity Charter:

• IHK Pfalz (represented by Veronika Pommer, Regional Management Northwest Palatinate)
• HWK Pfalz (represented by Matthias Sopp, Member of the Management Board)
• 1. FC Kaiserslautern (represented by Saskia Bugera, Commercial Director)
• Westpfalz-Klinikum GmbH (represented by Andrea Bergsträßer, Nursing Director)
• Bezirksverband Pfalz (represented by Dr. Klaus Weichel, 1st Deputy Chairman of the District Council)
• Science and Innovation Alliance Kaiserslautern (represented by Prof. Dieter Rombach, Chairman of the Board)
• ZukunftsRegion West Palatinate
• G & M Systemtechnik GmbH