Diversity-oriented organizational development
is an innovative approach to changing organizations that do not reflect social diversity (enough). The aim is to achieve an appreciative approach to diversity and to reduce (structural) discrimination.
Diversity-oriented organizational development responds to the increasing need and necessity to anchor diversity as a cross-cutting issue in institutions. Anti-discrimination approaches are combined with organizational development approaches. The focus is initially directed inwards in order to review and, if necessary, change value orientations, attitudes, norms or (communication) processes with regard to exclusion. The implementation of legal requirements based on the General Equal Treatment Act or various binding human rights conventions can also be part of such organizational development processes. It is essential to break down structural barriers that result in exclusion and discrimination and to promote an appreciative approach to diversity, for example within the team.
Questions in diversity-oriented organizational development can be: What can a low-discrimination work culture look like in which there is room for different ways of working and everyone is valued, including people from marginalized communities? How can job advertisements appeal to people with different life realities? How can underrepresented communities be better reached? What can low-barrier and more respectful communication look like? How can artists with experiences of discrimination and marginalization be (better) integrated and empowered? What procedures and principles apply in the event of discrimination? And how can the topic of diversity be structurally anchored, for example through a mission statement?
Source: Diversity Arts Culture