IU Study on diversity and inclusion: What professionals expect from future employers
Representative survey by IU International University of Applied Sciences confirms the importance of diversity and inclusion in the workplace for the skilled workers of tomorrow.
• 75.1 per cent of prospective employees consider it very or somewhat important that companies implement measures to promote diversity and inclusion.
• Professional and respectful communication is already required during the application process.
• In terms of diversity and inclusion, 57.9 per cent would like to see the creation of equal opportunities and fair career opportunities for all.
Employers who want to attract new talent should recognise diversity and enable inclusion. This is confirmed by a representative study by IU International University of Applied Sciences (IU), which surveyed over 1,200 trainees and students across Germany. The results clearly show that 75.1 per cent of prospective employees consider it very or somewhat important that companies implement measures to promote diversity and inclusion. This suggests that companies that communicate these measures openly and transparently have a clear competitive advantage when looking for applicants.
Companies that embrace diversity and inclusion are more attractive
Only just under a quarter (24.7 per cent) of respondents always or usually see information on diversity and inclusion in job advertisements or on company websites. "This is a missed opportunity for companies that do not present their activities there," says Prof Dr Sonja Würtemberger, Professor of Human Resource Management at IU International University of Applied Sciences. This is because the skilled workers of tomorrow most frequently find out about potential employers on online job portals (51.7 per cent) and company websites (37.7 per cent) - in other words, via digital sources that companies can influence directly.
"Companies that not only communicate diversity and inclusion, but also practise them, increase their appeal. This is a key factor, especially in the competition for the skilled workers of tomorrow," says Prof Dr Katharina-Maria Rehfeld, Professor of Human Resources Management at IU International University of Applied Sciences. "Diversity is a fact, inclusion is the goal," continues Rehfeld. "Only those who are not discriminated against or marginalised can develop their full potential."
What counts in the application process
Professional and respectful communication is at the top of the "wish list" with 51.2 per cent. Information on remuneration and benefits is important for 46.9 per cent. 46.8 per cent expect a prompt response, and almost as many (46.6 per cent) attach importance to equal treatment and fair selection criteria.
Must-have vs. motivator: diversity makes the difference
For those surveyed, the classic must-haves such as fair pay, job security, development opportunities and flexible working time models are important when choosing a job. When it comes to motivators, equal opportunities, work-life balance, openness and acceptance of diversity and meaningfulness of work are in the lead. Based on the 2-factor model of the American psychologist Frederick Herzberg, the so-called "hygiene factors" are important to avoid dissatisfaction, while the "motivators" are important to increase satisfaction.
Future professionals are most concerned about equal opportunities (38.2 per cent), regardless of gender, marital status, sexual orientation, origin or disability. It is interesting to note that accessibility was mentioned least frequently (7.4 per cent). Prof Dr Katharina-Maria Rehfeld comments: "Accessibility is still seen as something that is only relevant for a few people. However, demographic change and an ageing society show us something else: accessibility will be relevant for all of us in the future. A development that we are still ignoring at the moment."
What can be done for more diversity and inclusion?
Almost 9 out of 10 respondents (89.0 per cent) expect line managers to act as role models for respectful and conscious behaviour in relation to diversity and differences among employees. 91.2 per cent think that managers should regularly take measures to create a working environment in which every employee is heard and valued. Regular training for supervisors on the topic of diversity is very or somewhat important for 79.9 per cent.
In terms of the measures that trainees and students would like to see from future employers in terms of diversity and inclusion, a barrier-free working environment was the third most frequently selected top 5 aspect (46.0 per cent) after equal opportunities (57.9 per cent) and an open feedback system (48.2 per cent). By comparison, the appointment of equal opportunities officers or diversity managers was voted the least frequently among the top 5 aspects by 24.3 per cent.
"Inclusion is the task of everyone in the company - not that of a single person or a diversity management department. However, many people do not realise what is done in the background by these departments to create processes that enable equal opportunities and career opportunities for everyone. It must also be clear: The appointment of equal opportunities officers or diversity managers must not be a fig leaf action. Such positions must be linked to concrete influence and responsibility in order to bring about real change." emphasises Prof. Dr Sonja Würtemberger.
About the experts
Professors Sonja Würtemberger and Katharina-Maria Rehfeld teach and conduct research in the field of Human Resource Management at IU International University of Applied Sciences. In a joint project with Charta der Vielfalt e.V., they are working on the development of a maturity model for more diversity and inclusion that is specifically tailored to German companies. This model is intended to help companies assess their current status in terms of diversity & inclusion, define clear steps for improvement and ultimately achieve greater integration of diversity & inclusion.
Diversity and inclusion at IU
IU International University of Applied Sciences is committed to diversity, inclusion and tolerance with a "Culture of Everyone®" corporate culture. In a recently launched social media campaign under the hashtag #CultureOfEveryone, employees and students have shared personal stories that illustrate the importance of this culture for them. IU has also been a signatory of the Charta der Vielfalt e.V. since 2019, making it an integral part of a nationwide movement and the largest network for diversity management in Germany. Furthermore, IU actively supports the "Weltoffenes Thüringen" initiative and presents the IU Diversity Award to students twice a year in order to raise public awareness of the research field of diversity. IU will also take part in the nationally celebrated Diversity Day on 28 May by carrying out various internal campaigns.
Diversity, equal treatment, multifacetedness and tolerance are fundamental values at IU. With a community of students and staff from over 190 nations as well as people of different sexual orientations, age groups and disabilities, IU's vision is to provide "education for all".
About the study
The study "Diversity and Inclusion – Essential or Optional?" by IU International University of Applied Sciences shows what trainees and students want from their future employers when it comes to diversity and inclusion. For the study, IU surveyed 1,214 students and trainees in Germany between the ages of 16 and 65, representative of the German population by age and gender.
Weitere Informationen:
https://www.iu.de/en/research/studies/diversity-and-inclusion/
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