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.

Philosophy

equalizent is a bilingual company (working languages: Austrian Sign Language and spoken German). Therefore, our language use is adequate, non-discriminating and understandable for all. We recognise the individual needs of different groups, which interchange with equalizent.
Our defined goals are the integration of social structure into the working world and the promotion of lifelong learning. The latter is very significant to our company; also on individual and organisational level.
Even the long term involvement of staff members and clients is one significant function of our company. Therefore, the communication opportunities and the cultural interchange in and with equalizent are continued to be further enhanced. Target-oriented information internally and public presence are equally important. As a contemporary company, we see network-management with the economy, NPOs, public administration and our partner organisations as enrichment.
In the areas Deafness – Hardness of Hearing – Sign Language we will enhance the accessibility in respect to our possibilities. When communicating and working together, we pay attention not only to barrier free, but also a relaxed, respectful and confidential relationship.
In our company, diversity is used and implemented, so that the capacity and the commitment in and for the company can be enhanced. Thereby every individual with her and his personality is noticed and recognised.
Diversity Management accompanies our acting as company with special social responsibility. We think a valuing attitude in the core dimensions of Diversity, namely

•Gender
•Disability
•Age
•Religion
•Sexual Orientation
•Ethnicity

is a qualification for the successful implementation of our duties and aims. We cultivate and appreciate a respectful relationship between us and allow everybody some space who follow their duties responsibly and want to evolve of it.

Staff Members

All trainers who are working with Deaf people have excellent Sign Language skills.
Our teams consist of Deaf, hard of hearing and hearing staff members.
All trainers have excellent Sign Language skills, are aware of the target group’s needs and bring in their own experiences.

equalizent therefore refers directly to the cultural challenges which may arise in the cooperation of Deaf, Hard of Hearing and hearing staff members. At the same time, it refers to the need for adult education of Deaf and hard of hearing course participants.

equalizent sets a clear sign: Diversity is strength!

Austrian Sign Language (ÖGS) is the sign language used in Austria. Since September 1st 2005, ÖGS is recognized as language by the Austrian Constitution, Article 8 (3).
Sign Language is not international and holds different dialects and registers (for example youth language). Sign Language is an independent language with its own grammar. It does not orientate itself by spoken language but holds its own specific characteristics.
Sign Language is not only used by Deaf people any longer. People who are not deaf and still use ÖGS are members of the so called circle of Sign Language users. This group has been continuously growing in the last few years. The growing attention of the interested public makes ÖGS an important qualification. Deaf people to a large extent still are refused to take part in the social life.
By now, ÖGS is a popular additional qualification. Increasing specialisation requires the integration of a new target group; the offers for Sign Language Users have recently increased in large numbers. The need for ÖGS competent people seems not to be covered in the next future.
Additional offers for learning ÖGS can be found in the courses of equalizent. Video analysis to individual coaching to very compact courses we offer courses in an environment which for years has been bilingual.

equalizent
Schulungs- und Beratungs GmbH

Qualification centre for Deafness, Austrian Sign Language, Hardness of Hearing and Diversity Management.

Welcome to equalizent, the qualification and competence centre for Deaf and Hard of Hearing people and anyone who is interested in Sign Language and Diversity Management.
The main aim of our bilingual company (Austrian Sign Language and spoken German) is the promotion of lifelong learning.

The company’s projects are mainly sponsored by funds of the Austrian Federal Government’s job creation drive for people with special needs (Beschäftigungsoffensive der österreichischen Bundesregierung für Menschen mit Behinderung).