Diversity Management is not another management theory which comes into vogue, but the preliminary climax/peak of a differentiated point of view of people/members? And teams in organisations which don’t only differ by formal qualification, but who also differ in personality, culture, life style, ideology/world view etc.
Diversity considers differences and things in commonness on different levels. The so called core dimensions of diversity are:

•Social or biological gender
•Sexual orientation
•Ethnicity
•Belief
•Age
•Disability

Further relevant dimensions are secondary or dimensions depending on organisation, like for example:

• Educational degree
• Duration of Employment
• Income
• Place of work
• Function/classification
• Etc.

The main goal of diversity is not the moralising „Treat everybody the way you want to be treated“ but much more „Treat everybody the way he or she wants to be treated.“
Diversity refers to different people who are in permanent exchange with an organisation or company.

Based on the antidiscrimination act of the USA, a conclusive concept evolved which focuses on changing frameworks in an increasingly globalised world and which does not identify the affiliation to a minority, being different and individuality as (possible) negative difference, but which faces “being that way” with appreciation and tolerance. Diversity Management is the sum of activities of an organisation, so that difference and diversity can be recognised and appreciated. Keeping these aspects in mind, a richness of future challenges for the economy faces a richness of chances.