A term that in the context of corporate responsibility (CSR) refers to the diversity of the workforce. The difference may concern such premises as: gender, racial affiliation, national and ethnic affiliation, religion, denomination, non-denominational nature, beliefs, degree and type of disability, health condition, age, psychosexual orientation or gender identity, as well as family status, lifestyle, other possible discriminatory grounds.

Enterprises introduce programs such as managing diversity, the aim of which is to equalize opportunities in the workplace and teamwork in its diversity. Today, companies place more and more emphasis on equal opportunities for development and employment, i.e. diversity in the workplace.

“Employee diversity is understood very broadly – ​​as all possible – visible and invisible, innate and acquired – aspects in which people differ from each other and are similar to each other, e.g. gender, age, race, ethnicity, (not) disability, sexual orientation, religion, place of residence, language, marital status, education, professional experience, lifestyle.”

Source: M. Rawluszko, Equal Opportunity Policy and Diversity Management, [in:] Good Practices Guide. Equal Opportunities Company, Gender Index, UNDP, EWUAL, Warsaw 2007, p. 28.

Source:https://odpowiedzialnybiznes.pl/hasla-encyklopedii/roznorodnosc/

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.