The Fair Company

Find out more about the issue of Equal Opportunities & Diversity.

A man and a woman draw up a shift rota together at a computer.

Increasingly, employers are called upon to further cultural, personal and social diversity amongst their employees, and to build heterogeneous teams. The Initiative New Quality of Work offers employers and employees a variety of insights in the field of Equal Opportunities & Diversity.

More than ever before companies are faced with the challenge of securing their position in both regional and global competition – and this in a dynamically changing labour market. To increase the future viability of companies it will be paramount for their success that they

  • view the different capabilities, competences and backgrounds of employees as a benefit and use these for their competitive advantage;
  • recognise and value the knowledge and experience of older employees, and in doing so, see this as an opportunity for the organisation;
  • improve the career prospects of women and make greater use of their expertise, personal qualifications and competences for the success of the company;
  • further and bring to life the personal, social and cultural diversity of the workforce, and make better use of the creative potential of heterogeneous teams;
  • support a work-(family-)life balance with tailored support and work structures, and value the competences of employees with family obligations;
  • offer opportunities and support to youngsters as they seek career orientation and embark upon their working life, helping them overcome hurdles in cooperation with other regional actors (local government, schools, business and trade associations etc.).

Diversity is not a theoretical opportunity. What is important is to learn to make use of the potential in the company and to further equality of opportunity. After all: the more openly a company acknowledges the value of diversity comprising a mixed work force with different backgrounds, capabilities and competences for its success, and the more it directs its strategies for personnel and organisational development to this end, the better a company will be able to find and further develop skills and creative talents. In particular for women, older employees and migrants it is important to develop new employment policy perspectives. A change in the mind-sets of company leaders and of employees is the fundamental prerequisite for this-change towards an appraisal culture which keeps the development opportunities of the individual in mind, irrespective of age, gender or cultural background. Management of the future is faced with significant challenges of finding new recruitment pathways and establishing a supportive culture of leadership and cooperation.

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