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Organisationales Diversity-Klima

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Diversität, Diversifizierung und (Ent)Solidarisierung

Kurzfassung

Die Benennung von Zielgrößen von breit aufgestellten Diversity Management- Initiativen oder auch von einzelnen Diversity Management-Maßnahmen liefert nach wie vor ein sehr fragmentiertes Bild. Dies stellt die Konzeptualisierung, Evaluierung und Modifizierung solcher Maßnahmen vor große Probleme. Mehr in zumeist dimensionsspezifischen Gleichheits- als Gerechtigkeitsperspektiven verhaftete Zugänge ziehen häufig die zahlen- und anteilsmäßige Verteilung ausgewählter Diversity-Dimensionsausprägungen in bestimmten Organisationsbereichen oder Hierarchieebenen als Zielgröße und damit auch als Indikator von Diversity Management heran. Mehr am potentiellen ökonomischen Nutzen von vielfältigen Belegschaften orientierte Zugänge versuchen häufig Indikatoren als Zielgrößen zu definieren, die direkt oder indirekt auf einen geldwerten Erfolg einer „richtig“ gemanagten vielfältigen Belegschaftszusammensetzung schließen lassen. Generell ist es allerdings fast unmöglich, die jeweiligen Indikatorwerte bzw. Zielgrößen monokausal auf bestimmte Diversity Management-Maßnahmen oder -Initiativen zurückzuführen, bzw. deren Erklärungsanteil daran genauer zu spezifizieren. Als Möglichkeit, diesem Dilemma entgegenzutreten, schlägt dieser Artikel das „Diversity Klima“ als Zielgröße von Diversity Management vor. Es stellt für die Zielsysteme beider Zugänge eine geeignete vorgelagerte Zwischen- Zielgröße dar, die organisations- und dimensionsspezifisch kontextualisiert und angepasst werden kann. Es kann relativ einfach durch Belegschaftsbefragungen als „psychologisches Klima“ und durch zusätzliche systematische Beobachtungen als „organisationales Klima“ erhoben werden. Regelmäßige Diversity Klima- Messungen sind somit ein geeignetes Monitoring-Instrument für die Evaluierung und Anpassung von Diversity Management-Initiativen.

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Authors and Affiliations

  1. Institut für Gender und Diversität in Organisationen, Wirtschaftsuniversität Wien, Welthandelsplatz 1, Gebäude D2/B, 1020, Wien, Österreich

    Dr. Thomas Köllen

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  1. Dr. Thomas Köllen
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Correspondence to Thomas Köllen .

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Editors and Affiliations

  1. Institut für Gender und Diversität in Or, Wirtschaftsuniversität Wien, Wien, Austria

    Edeltraud Hanappi-Egger

  2. Institut für Gender und Diversität, Wirtschaftsuniversität Wien, Wien, Austria

    Regine Bendl

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Köllen, T. (2015). Organisationales Diversity-Klima. In: Hanappi-Egger, E., Bendl, R. (eds) Diversität, Diversifizierung und (Ent)Solidarisierung. Springer VS, Wiesbaden. https://doi.org/10.1007/978-3-658-08606-0_12

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  • DOI: https://doi.org/10.1007/978-3-658-08606-0_12

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