THE FUTURE NEEDS DIVERSITY Award
The new application round begins on March 1, 2026.
The initiative “ZUKUNFT braucht VIELFALT” (The Future Needs Diversity) aims to encourage companies to place greater emphasis on diversity within their organizations. Companies, academia, and economic development agencies come together to discuss challenges, opportunities, and visions for the future—and to put them into action.
Diversity is a key factor for the future—for society as a whole and for the economy. After all, the world of work is changing! Demographic trends are affecting the availability of skilled workers, while digitalization requires new skills but also enables the development of new business models and creates opportunities for participation (Diversity Charter, 2024).
As an employer, the Hanover Region has been a signatory to the Diversity Charter since 2021, thereby clearly committing to diversity in the workplace.
Living and valuing diversity within the company is not only a socio-political mission but also boosts economic success!
The Dimensions of Diversity
The Diversity Charter encompasses seven dimensions of diversity that are most closely linked to an individual’s identity: age, migration background & nationality, gender & gender identity, physical & mental abilities, religion & worldview, sexual orientation, and social background.
In addition to these core dimensions, external dimensions such as income and professional experience are also relevant. Unlike the core dimensions of diversity, these are significantly more fluid. When considering diversity, it is important to take into account both its holistic nature and its intersectionality—that is, the interplay of multiple identity characteristics.
Age
The core dimension of age refers to employees of different ages, ranging from young professionals just starting their careers to experienced specialists—that is, Traditionals, Baby Boomers, and Generations X, Y, and Z. Different generations often exhibit distinct characteristics, perspectives, and value systems, which presents both challenges and opportunities. It is important to recognize the skills and perspectives of all age groups, ensure knowledge transfer between generations, and implement a life-cycle-oriented HR policy.
Example measures: Setting up age-appropriate workplaces, introducing mentoring or knowledge transfer programs, implementing health management.
Migration history & nationality
The diversity dimension of migration history & nationality describes people from different cultural backgrounds, nationalities, and skin colors. This involves valuing people of different national and ethnic origins, overcoming prejudices, and promoting intercultural competencies. Diversity—or a prejudice-free work environment—in this dimension enriches companies through diverse perspectives, creativity, and innovative strength.
Example measures: Diverse team composition, offering intercultural training, promoting language training.
Gender & gender identity
The dimension of gender and gender identity aims to promote equality and support all genders in the professional context. The goal is to overcome stereotypes and build a corporate culture that ensures equal career opportunities and pay for all genders and gender identities. Raising awareness of gender diversity and creating flexible working conditions, as well as ensuring equal opportunities and acceptance, are key aspects of this dimension.
Example measures: Designing gender-sensitive recruitment and promotion processes, creating gender-diverse teams, and providing leadership training focused on unconscious biases.
Physical & mental abilities
The inclusion of people with disabilities, chronic illnesses, or neurodivergent individuals is central to this dimension. The goal is to break down barriers, improve accessibility, and adapt the work environment so that all employees can fully develop their abilities. Raising awareness and offering specific support services help foster an inclusive work environment.
Example measures: Supporting young people with severe disabilities in vocational training, cooperating with disability organizations, and establishing barrier-free workplaces.
Religion & Beliefs
The Religion & Beliefs dimension refers to the recognition and inclusion of various faiths, spiritual, and secular beliefs. Companies that take this dimension into account create a culture of openness, tolerance, and respect in which religious and ideological needs are accommodated and accepted.
Example measures: Setting up quiet rooms, adapting cafeteria offerings to religious customs, observing religious holidays (e.g., when planning vacations or scheduling important meetings).
Sexual orientation
This dimension encompasses the recognition and support of queer individuals in the workplace. Companies should create an atmosphere of acceptance in which employees can openly express their identity and personality—without fear of discrimination. Diversity-conscious policies and open communication are essential for this.
Example measures: Initiate an LGBTIQ* network; conduct an assessment to identify and eliminate discrimination.
Social background
Social background refers to the diverse life and educational paths that people bring to the workplace. Unfortunately, social background still influences educational and labor market opportunities today. Recognizing this diversity means promoting equal opportunity, breaking down prejudices, and identifying and utilizing talent regardless of socioeconomic background.
Example measures: Supporting people with low levels of education in their training, implementing a mentoring program for employees from non-academic backgrounds, engaging social enterprises, and initiating joint projects.
