Why diversity?

puce_diversity_Day_Awards  THE ISSUE OF DIVERSITY


Many studies have shown that organisations that recognise the potential created by the diversity of their staff perform better than those that do not take it account.

Diversity management addresses social and economic concerns:

  • To comply with legal and regulatory constraints;
  • To prevent reputational and image risks;
  • To demonstrate its commitment as a socially responsible company (diversity is one of the aspects of Corporate Social Responsibility);
  • To optimise the management of human resources (to better manage available competences, prevent labour shortage, improve the social climate, etc.);
  • To increase the company’s economic performance (to develop its innovation capabilities, improve its image, better understand client expectations, open up to new markets, etc.).



The challenge of a diversity policy consists in ensuring that everyone has employment and career opportunities that suit to his/her skills and aspirations, while respecting and taking into account their individual characteristics (gender, race, age, ethnic or social backgrounds, disability, language, religion or beliefs, political opinions, sexual orientations (non-exhaustive list)).

The concept of Diversity management is based on the simple idea that recognising the plurality of human profiles within the organisation contributes to economic success if it is consciously integrated into the organisation’s strategy and managerial practices.

When staff diversity is ignored or unmanaged, this not only deprives the organisation of an economic and social asset, but it may also lead to dysfunctional situations and a deterioration of the social climate, as well as have serious repercussions on the company’s productivity and image.




Changing demographics, market globalisation, the movement of people, intergenerational and intercultural cohabitation, an ageing population, the evolution of men and women’s social and parental roles, the lengthening of professional careers - these are all changes that require we adapt our ways of thinking and managing in order to respond to the economic challenges of the 21st century.

The Grand-Duchy of Luxembourg, crossroads of the European Union and the Greater Region are not immune to this transformation in our societies.

Diversity is at the heart of the working of democracies. The world of employment cannot disregard this major issue of society as it is a progress driver and facilitator.

Other European countries such as France, Belgium, Germany, lItaly, SpainSweden, Austria, Poland, Finland, Ireland and Estonia have set up Diversity charters over the last few years. The feedback on their experience is positive with regard to the benefits for both the company and society as a whole.