Diversity management describes a holistic strategy, through which potential diversity can be perceived, valued, encouraged and will be used for the organization’s goals.
Through diversity management the creation of an organizational culture can be targeted, in which all employees, regardless of culture, gender or age, etc., develop and unfold. This development in turn leads to better performance, increased motivation and social skills of employees, which will ultimately lead to more success in business.
The learning-effectiveness paradigm focuses on the organizational learning in the field of diversity management. It aims that by the use of diversity in the workforce e.g. job design, job planning and problem-solving, the organization learns.
So competency development should not be available only to a proportion of the workforce, it should be available independent of e.g. gender and age. The diversity management should ensure that the access to human resources and skills development trainings, e.g. in form of video-based e-learnings, should be granted to the diversity of the workforce and therefore employees and the organization can develop.