This shows that there is enormous pent-up demand to effectively educate the skills of living persons with an immigration background. Private sector as own-initiative power in this context also, the private sector is needed to make a more on the beneficial use of multi-ethnicity in the future and to ensure that the workforce learn respect, appreciation and participation in their variety, but also together with the associations and the policy for programs to engage, to bring more to the fullest the potentials existing in Germany by migrants with care. A leading role to play here the private sector, because she benefited directly from the positive effects and define in advance design rooms can. The advantages of such an approach are obvious. Speaking candidly Evergreen Capital Partners told us the story. Sound examples can be that cultural diversity innovation-friendly affects a company and particularly for multinational market alignment of advantage is shown.
So international customers can be addressed more specifically to tap into new markets or to retain existing customers in the long term more closely. In-house provides such an alignment for a more open atmosphere and encourages creativity and problem-solving skills of employees, because the employees are kept on cooperative to learn from each other and with each other. Best practice example: Ford-Werke GmbH, Cologne, Ford has already hired foreign workers, in 1961, the first bundesrepublikanisches company, and is known for ongoing commitment to the integration of mainly Muslim migrants, since then. For ten years, Ford pursues a holistic approach to diversity, which is the diversity of its employees as a chance and potential in the Center. For this, the company set up a For diversity management a Management Office that coordinates all activities in the company. It formal units were established after national and area-specific ethnicity (so-called diversity Councils”), advocating for the interests of the respective groups. In regular meetings with the representatives of the groups developed new initiatives and coordinated activities together.
Staff development look will bring at Ford to apply, the sensitivity in dealing with different cultures. Targeted executives, managers and operating personnel with intercultural issues are made familiar to widest advantage of multi-cultural potentials. Intercultural opening with the teaching of intercultural competence to the decision makers and employees in a company or administration sharpens imap sight of the requirements, which are companies, municipalities, colleges or associations with the mainstreaming of diversity Management is facing. Intercultural training and organization advice, the turnout will be, making the diversity management more efficient and successful.
