Diversity Management Instruments in German Organizations: Effectiveness and Preferences from Corporate and Employee Perspectives
Journal of Human Resource Management
Volume 4, Issue 6, December 2016, Pages: 100-123
Received: Nov. 25, 2016; Accepted: Dec. 6, 2016; Published: Jan. 24, 2017
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Jens Landwehr, Faculty of Management, Economics and Social Sciences, Seminar of Personnel Economics and HRM, University of Cologne, Cologne, Germany
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While diversity management appears to rank high on the HR agenda of many organizations in Germany, both status and quality of diversity management in Germany remain lower than in most European countries, and by far lower than in the US. This paper discusses the relevance organizations in Germany attach to the topic of diversity, identifies the measures actually employed, and shows how effective these measures are in practice. Based on the responses of 73 organizations and 285 employees, the study empirically measures the use and effectiveness of diversity measures and identifies differences from the perspective of the organization versus the employee. In the area of Gender diversity companies employ the largest breadth of measures that also appear very effective. In the areas of Age and Ethnic diversity, companies tend to employ much fewer measures which also don’t appear to be the most effective, showing less relevance and experience with relevant instruments. We also found that measures considered by employees to be most effective often differ from the measures used in practice and prioritized by HR professionals. In general, from an employee perspective, diversity measures appear to be connected to better career and development opportunities. Companies in Germany largely follow the diversity measures prescribed by the state without using their diversity profile for differentiation in employer branding. The results of the study give an overview of the diversity measures in use today in German organizations and of their effectiveness to achieve diversity objectives.
Personality Assessment, Performance Management, Talent Management, Personality, Potential, Personality Talent Management, Potential, Social Responsibility
To cite this article
Jens Landwehr, Diversity Management Instruments in German Organizations: Effectiveness and Preferences from Corporate and Employee Perspectives, Journal of Human Resource Management. Vol. 4, No. 6, 2016, pp. 100-123. doi: 10.11648/j.jhrm.20160406.13
Copyright © 2016 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
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