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Hanover region
Change Dinner: Democracy and Diversity 2025
Companies in dialogue for openness and responsibility for democracy anddiversity Read article
The initiative FUTURE NEEDS DIVERSITY aims to encourage companies to focus more on diversity in the workplace. Companies, academia, and business development agencies come together to discuss challenges, opportunities, and visions for the future—and to implement them.
Diversity is an important factor for the future – for society as a whole and also for the economy. After all, the world of work is changing! Demographic developments are affecting the availability of skilled workers, and digitalization requires new skills, but also enables the development of new business models and creates opportunities for participation (Charter of Diversity, 2024).
As an employer, the Hannover region has been a signatory to the Diversity Charter since 2021, thereby clearly committing itself to diversity in the workplace.
Living and valuing diversity in the company is not only a socio-political mission, but also increases economic success!
The dimensions of diversity
The Diversity Charter brings together seven dimensions of diversity that are most closely linked to an individual's personality: age, migration history & 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 much more changeable. When considering diversity, it is important to take into account its holistic nature as well as its intersectionality, i.e., the interaction of several identity characteristics.
Age
The core dimension of age refers to employees of different ages, from young career starters to experienced professionals – i.e., traditionalists, baby boomers, and generations X, Y, and Z. Different generations often have different characteristics, perspectives, and value systems, which presents challenges but also opportunities. It is important to recognize the skills and perspectives of all age groups, ensure knowledge transfer between generations, and implement a life-stage-oriented human resources policy.
Example measures: Setting up age-appropriate workplaces, introducing mentoring or knowledge transfer programs, introducing health management.
Migration history & nationality
The diversity dimension of migration history and nationality describes people from different cultural backgrounds, nationalities, and skin colors. This involves appreciating people of different national and ethnic origins, overcoming prejudices, and promoting intercultural skills. Diversity and a prejudice-free working environment in this dimension enrich companies through different 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 advancement for all genders in the professional context. The aim is to overcome stereotypes and build a corporate culture that ensures equal career opportunities and remuneration for all genders and gender identities. Raising awareness of gender diversity and creating flexible working conditions, equal opportunities, and acceptance are important aspects of this dimension.
Example measures: Designing gender-sensitive recruiting and promotion processes, mixed-gender teams, leadership training with a focus on unconscious bias.
Physical & mental abilities
The inclusion of people with disabilities, chronic illnesses, or neurodivergent people is at the heart of this dimension. The goal is to break down barriers, improve accessibility, and adapt the work environment so that all employees can fully develop their skills. Awareness-raising and specific support services help to promote an inclusive work environment.
Example measures: Supporting young people with severe disabilities in training, cooperating with disability organizations, setting up barrier-free workplaces.
Religion & worldview
The dimension of religion and worldview refers to the recognition and inclusion of different 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 canteen offerings to religious customs, observing religious holidays (e.g., when planning vacations or important meetings).
Sexual orientation
This dimension encompasses the recognition and support of queer people in the workplace. Companies should create an atmosphere of acceptance in which employees can openly live their identity and personality without fear of discrimination. Diversity-conscious policies and open communication are essential for this.
Example measures: Initiate an LGBTQ*IQ network; conduct an inventory to identify and eliminate discrimination.
Social background
Social background refers to the different life and educational paths that people bring to the world of work. Unfortunately, social background still has an influence on educational and labor market opportunities today. Recognizing this diversity means promoting equal opportunities, breaking down prejudices, and recognizing and utilizing talent regardless of socioeconomic background.
Examples of measures: Supporting people with low levels of education in their training, mentoring programs for employees from non-academic households, involving social enterprises, and initiating joint projects.
