Our societies are characterized by an increasing heterogeneity. As shown in problem-focused debates, this is not only due to the influx of migrants. In particular it can be addressed to an increasing degree of individualization of society and to the growing awareness that individual life plans should be approached with respect.
Dealing with this heterogeneity and the challenges associated with it is dealt with under the title of diversity management, especially in relation to the world of work. This is understood to be a management approach based on the conscious perception of differences and respect for different needs arising from them.
Diversity can be defined by a variety of characteristics and attributes. Characteristics or group affiliations that cannot be changed by the individual or can only be changed with great difficulty and are very closely linked to one’s own personality are referred to as core dimensions and are given special consideration.
In the Austrian context, it makes sense to add to these core dimensions those groups that are covered by the legal prohibition of discrimination. These include gender, ethnic origin, religion or belief, age, sexual orientation and disability.