Diversity, Equity & Inclusion (DEI) has long been more than just a buzzword. Companies that actively promote diversity are more innovative, more efficient and more future-proof. But to really make a difference, you need more than just nice statements – you need managers who integrate DEI into everyday life. The question is: how can this be achieved?
Show attitude: DEI starts with your own attitude
Managers set the tone in a company. If you want to stand up for DEI, you have to set an example – in decisions, communication and in your dealings with the team. Authenticity is crucial: those who take diversity seriously listen, ask uncomfortable questions and actively promote equal opportunities.
From intention to action: creating structures for diversity
Good intentions are not enough – companies need clear processes to embed DEI sustainably. This starts with transparent career paths and extends to inclusive working conditions. In our previous article Strategies for successful diversity recruiting, we described in detail how companies attract diverse talent. But the next step is just as important: creating an environment in which everyone can thrive in the long term.
Mentoring & sponsorship: actively passing on opportunities
Diversity does not just happen on its own – managers have the task of promoting talent in a targeted manner. This means not just listening to the same old voices, but actively incorporating new perspectives. Mentoring programmes and sponsorships help to make marginalized groups more visible and create real development opportunities.
Courage to change: using mistakes as a learning opportunity
DEI is not a goal that is achieved once – it is an ongoing process. Mistakes are part of it, but it is crucial to learn from them and continuously develop measures. Companies that dare to question established structures benefit in the long term from a more open, innovative culture.
Conclusion: Managers as the key to real change
DEI can only be successful if managers not only talk about it, but actively drive it forward. With the right attitude, clear structures and an open mindset, they can make a difference – for their company and for society. Because in the end, it’s not just about diversity on paper, but about real equal opportunities in practice.