ThinkTank

© Annelies Bruhne

“The Church and Diversity: In its self-image and message, there is hardly anyone who advocates for diversity as unconditionally as the Church. As an organization, however, we have the same weaknesses as others. We only reach all social groups to a limited extent; people of color are rare among our employees, and other aspects aren’t perfect either. I want to do my part to ensure that the Church lives out what we wish for society, and I’m excited to benefit from others and their experiences here in the network.”

The following dimensions are relevant to my work:

Age, gender, social diversity

"For me, diversity is not an abstract concept, but a lived reality. In my family, we speak three languages, and intercultural exchange shapes my life and my work. As an ethnologist with many years of professional experience in the intercultural field, I actively advocate for dialogue between cultures because I am convinced that more unites us than divides us. At the same time, I am concerned that racism is becoming increasingly acceptable and is being expressed more openly. That is why it is all the more important to stand up for diversity early on, before exclusion can even take root. Because diversity is the foundation for innovation, cohesion, and a sustainable society."

The following dimensions are relevant to my work:

Intercultural dialogue, cultural, religious, and linguistic diversity, social participation, anti-Muslim racism

© Philipp Schroeder

“Society is diversity. Making this diversity visible is everyone’s responsibility. Especially in the current transformation process, it is immensely important that diversity be taken into account and that a particular focus be placed on equality and participation. If we want to shape a transformation process that does justice to our society in 2024, it will only be possible with diversity as the foundation.”

The following dimensions are relevant to my work:

Gender & Equality, Participation, Social Background

© Gabriela Rietveld

"Diversity is part of organizational development. Structures, leadership, and collaboration must be designed in such a way that different perspectives can be effectively realized and disadvantages are prevented from arising in the first place. This is not a short-term initiative, but part of good organizational practice. When a sense of belonging is genuinely experienced in everyday work, it strengthens participation, improves collaboration, and enhances the quality of decisions and work outcomes."

The following dimensions are relevant to my work:

• Work Culture & Belonging – Promoting Respectful Collaboration and Actively Addressing Discrimination in Everyday Work Life
• Leadership & Collaboration – Strengthening leaders’ diversity competencies and taking different life realities into account in work organization and collaboration
• Structures & Processes – Integrating diversity into training, HR processes, and decision-making pathways, rather than treating it as a standalone measure
• Participation & Breaking Down Barriers – Ensuring access to information, participation, and development opportunities (e.g., clear communication, inclusive meeting and work structures, accommodating different life situations)

"How do we ensure that international talent not only comes but stays and truly becomes part of Germany’s economic success? In my international career in the automotive and chemical industries, I have experienced how enriching different perspectives are, but also how important it is to enable genuine integration. This means that companies must not only open doors and welcome global talent—they must ensure that these individuals feel a sense of belonging and can realize their potential. Diversity becomes a competitive advantage when both sides—companies and talent—actively reach out to one another."

The following dimensions are relevant to my work:

Cultural Diversity - Successfully integrating international talent and strengthening intercultural collaboration
Leadership & Responsibility – Recognizing diversity as a strategic success factor and actively promoting it
Structural Diversity – Clear strategies for sustainable integration and development

Honorary Consul for the Kingdom of Sweden in Lower Saxony

© Lukas Dotzauer

“Diversity alone does not bring benefits. We must set processes in motion to unleash this diversity and empower people to learn together what a truly diverse society can look like.”

The following dimensions are relevant to my work:

Our project is specifically designed to be intersectional and holistic, so that all dimensions and their connections are crucial. For me personally, the topic would be sexual orientation.

© Mahnaz Soltani

“For me, diversity means getting closer to the truth of life. Because if we’re honest, we know that the world is so complex that we can only understand it by making assumptions and simplifications to make it accessible to us, our level of knowledge, and our perspective. Therefore, diversity first creates a broader perspective, which can serve as the foundation for a more complete worldview.”

The following dimensions are relevant to my work:

Gender, cultural, linguistic, professional, social, and age diversity

"Diversity is not a luxury, but a crucial driver of innovation and growth in the economy. As business associations, we recognize the transformative power of diversity. In an increasingly globalized and digitalized world, it is essential that companies promote and incorporate different perspectives, backgrounds, and skills. For it is only through the diversity of ideas, experiences, and talents that we can successfully overcome the challenges of the future. Our economy needs diversity to be innovative, flexible, and future-proof."

The following dimensions are relevant to my work:

Interdisciplinarity, age diversity, gender diversity, cultural and linguistic diversity