Anyone who believes that a vibrant civil society depends on individuals’ involvement must take into account that this may only be legitimized and actualized if at least two conditions are fulfilled.
- Every individual should have the same rights to articulate themselves and be involved.
- Second, there should be equality in chances for articulation and involvement.
In our daily life and work, we all face the scarcity of these conditions. Therefore diversity trainings and the development of diversity consciousness have the goal to fight structural discrimination and under-representation of marginalized groups.
It seeks to reach this not only through empowering minorities or marginalized groups, but also through raising awareness among more privileged groups for power relations, representation practices, and normative patterns that counteract equality and inclusion in practice.
Diversity can be seen as a positive approach towards plurality and equality according to a huge variety of characteristics, i.e. ethnicity, age, gender, religion, physical abilities, socio-economic background, etc.
- Social diversity: demographic characteristics such as age and ethnicity;
- Informational diversity: background such as knowledge, education, experience, tenure;
- Value diversity: personality and attitudes
Diversity consciousness means to reflect the personal and structural behavior that leeds to a violation of these principles.
 Role of Facilittaors as Promotors of Diversity
Facilitators of different working groups are a great source of empowering and developing social diversity. Developing awareness of diversity and incorporating it into training processes is a crucial skill. As facilitators, we should always guarantee that our trainings create such spaces for people to articulate themselves and be involved on equal conditions with the others.
The impact of a teaching, learning or facilitating method lies in the facilitator’s attitude, not in the method itself. Therefore we need to understand and question
- our own habits and culture
- our team’s habits and cultures as well as those of our participants
- the societal structures that impede or slow down processes of change towards equality and participation.
 Diversity as a Learning Culture
It is not enough to collect a diverse group of people, put them onto a team together, close the door, and wait for great results. To adjust for this, quota regulations, codes of conduct, or mentoring programs on diversity are implemented in the working sphere more and more frequently.
Implementing a culture of diversity in a working environment can lead to a competitive advantage. Therefore, we should also implement a culture of diversity within trainings on topics not directly related to diversity, such as project management, leadership skills, or analytical competence. leaders’ attitudes play a crucial role in the successful implementation of a culture of diversity in their working environment. In our case, facilitator is a hidden leader.