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The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for (and possibly succeed) at obtaining the said job without being discriminated against based on identity. This compliance-based model gave rise to the idea that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or rais

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  • Diversity (business) (en)
  • Diversity Management (de)
  • Diversité et inclusion (fr)
  • 다양성관리 (ko)
  • ダイバーシティ・マネジメント (ja)
  • Zarządzanie różnorodnością (pl)
  • Diversiteitsmanagement (nl)
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  • 다양성관리는 경영학의 경영관리 분야의 일부로 기업조직이 처한 환경인 시장뿐만 아니라 내부에서도 문화 다양성이 증가하면서 이를 관리하기 위한 연구와 실천 방안들이다. 다양한 인종과 문화가 섞인 미국의 기업조직의 다양한 부문인 인종간, 성별간, 종교간, 연령간, 문화간 차이와 융합에 대해 연구되기 시작했으며, 점차 영국과 독일, 프랑스 등과 같은 유럽지역에서도 관심을 기울이는 분야가 되었다. 자국문화가 강한 아시아 지역 기업에서는 아직 다양한 부문의 다양성관리보다는 성별 차별과 연령 차별과 같은 제한적 문제에 대해 연구가 진행 중이다. 대한민국에서는 주로 성별과 연령에 대한 연구가 집중되어 오다가 2010년대가 되면서 다문화 현상이 시장뿐만 아니라 기업 내부에서도 나타나자 인종, 문화, 종교, 국가 출신 차이와 융합에 대한 연구로 확장중이다. (ko)
  • ダイバーシティ・マネジメント（Diversity Management）とは、個人や集団間に存在するさまざまな違い、すなわち「多様性」を競争優位の源泉として生かすために文化や制度、プログラムプラクティスなどの組織全体を変革しようとするのことである。 (ja)
  • Zarządzanie różnorodnością (ang. Diversity Managment) – strategia zarządzania personelem, która zakłada, że różnorodność w miejscu pracy jest jednym z kluczowym zasobów organizacji, przyczyniającym się do jej rozwoju oraz realizacji celów biznesowych. D.A. Thomas zdefiniował zarządzanie różnorodnością jako zagregowany efekt subsystemu zarządzania zasobami ludzkimi, zawierający rekrutacje, wynagrodzenia, ocenę wydajności, rozwój pracowników i indywidualne zachowania zarządcze mające na celu osiągnięcie przewagi konkurencyjnej poprzez przywództwo i pracę zespołową. (pl)
  • Diversiteitsmanagement is bedrijfsbeleid dat gericht is op het optimaal gebruikmaken van diversiteit binnen een organisatie. Diversiteitsmanagement streeft ernaar dat alle activiteiten binnen een organisatie bijdragen aan het optimaal en duurzaam benutten van alle medewerkers, rekening houdend met hun verschillen overeenkomsten. (nl)
  • Diversity Management (oft und im angelsächsischen Bereich auch Managing Diversity) bzw. Management der Vielfalt oder Diversitätsmanagement ist Teil des Personalwesens (englisch Human Resource Management) und wird meist im Sinne einer konstruktiven Nutzung der in einem Unternehmen oder einer anderen Organisation vorfindbaren personellen und sozialen Vielfalt verwendet. Diversity Management toleriert nicht nur die individuelle Verschiedenheit (englisch diversity) der Mitarbeiter, sondern hebt diese im Sinne einer positiven Wertschätzung besonders hervor und versucht, sie für den Unternehmenserfolg nutzbar zu machen. (de)
  • The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for (and possibly succeed) at obtaining the said job without being discriminated against based on identity. This compliance-based model gave rise to the idea that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or rais (en)
  • L'expression « diversité et inclusion » (en anglais Diversity & Inclusion, ou « D&I ») est un couple de concepts notamment mobilisé par certaines grandes entreprises du XXIe siècle, qui cherchent à mettre en avant un attachement affiché à « inclure » des collaborateurs de différents horizons, affirmant soutenir ou mettre en place des politiques progressistes (notamment l'égalité homme-femme, les personnes handicapées, la question des minorités ethniques, les droits des LGBT...). (fr)
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