Diversity Thursday: Diversity dimensions

If you enter “Diversity” in DeepL, it can be translated as “Diversität,” but also with the synonyms Vielfalt, Vielfältigkeit, Verschiedenheit, Verschiedenartigkeit, Mannigfaltigkeit, Abwechslung, Unterschiedlichkeit, or Fächerung. The term essentially describes difference or multiplicity. ‘Diversity’ refers to the existence of diverse identities and lifestyles that are recognised as potential and opportunity.

The term ‘dimension’ can be translated as extent, measure, dimension, size, magnitude, or deviation, and refers to various aspects or facets of a phenomenon as well as categories of data.

But can diversity be categorised?

The diversity dimensions originate from scientific discourses in the USA, where diversity was first systematically recorded and categorised. The country's diverse society led sociologists and economists to seek a better understanding of diversity. In order to analyse diversity and its effects and derive appropriate measures, they examined the characteristics that distinguish people from one another and how varied these characteristics can be. ‘They highlight individual, social and structural differences and similarities between people and groups and question possible approaches to discrimination’ (Buschbaum 2022, p. 8).

Are you familiar with the diversity dimensions?

The concept of diversity dimensions was developed in the United States in the 1970s and has been revised several times since then. The best-known model, ‘4 layers of diversity’, was developed by authors Gardenswartz and Rowe in 2003 and expands on the core dimensions by adding the external and organisational levels.

The seven core dimensions correspond to characteristics of a person that are difficult or impossible to change:

• Age
• Ethnicity & nationality
• Gender & gender identity
• Physical & mental abilities
• Religion & worldview
• Sexual orientation
• Social background

Social discrimination or privileges often depend on the respective characteristics of these traits.

Today, there are various models and representations of diversity dimensions. Each diversity model is highly simplified and cannot cover the reality of social diversity in its entirety. The term intersectionality, coined by US lawyer Kimberlé Crenshaw, also refers to the overlap of different dimensions. It describes how discrimination and marginalisation can be greatly intensified through the combined effects of different dimensions.

Age

People of different ages work and study at H-BRS. It is common to divide them into different generations, which are characterised by their age or year of birth and often by group-specific value systems and attitudes towards life and work. Depending on age and generation, this can mean different needs and obligations.

Ethnicity & nationality

"Ethnicity refers to the assignment of a person to a group of people who, for example, form a social, cultural or historical unit or are connected by a sense of belonging. [...]" (Antidiskriminierungsstelle des Bundes)

The term nationality also refers to ethnic origin. In German, it is often used as a synonym for the legal term citizenship. (Bundeszentrale für politische Bildung)

Gender & gender identity

"Gender identity refers to the gender to which a person feels they belong. This does not necessarily have to correspond to the gender assigned to a person at birth" (Charta der Vielfalt). According to current gender studies, the concept of gender encompasses not only biological characteristics, but also social, identity-forming and legal aspects. People identify as men, women, non-binary and genderqueer people, cis and trans people, inter, endo and agender people, etc.

Physical & mental abilities

Physical and mental abilities refer to the physical, intellectual or mental characteristics of people.

Almost one in four people in Germany has an officially recognised disability or lives with a chronic illness that has led to significant limitations in their everyday life for a long time. According to the Federal Statistical Office, in 2021 this affected nearly 10 percent of the population in Germany. In addition, many people live with a chronic illness such as HIV, diabetes or multiple sclerosis. Mental illnesses are also considered chronic illnesses.

Religion & worldview

Different religions and worldviews are lived at H-BRS. "The legal term ‘worldview‘ refers to a binding and identity-forming understanding of human life and the world that is shared by a relevant number of other people and shapes their way of life" (Antidiskriminierungsstelle des Bundes). Examples include humanism and atheism.

In Germany, only Christian holidays are public holidays. Jewish, Muslim, Buddhist and other holidays are often less familiar to us, especially if we are Christian or atheist ourselves. For this reason, we endeavour to draw attention to other holidays and festivities and provide information about them through mailings and campaigns.

Sexual orientation

"Sexual orientation refers to the enduring pattern of sexual attraction experienced by a person in their choice of partner on a sexual/physical/romantic level." (100% Mensch) This includes lesbian, gay, bisexual and heterosexual people, as well as asexual and pansexual people.

Social background

‘The circumstances in which we grow up: whether in a home, a flat, a high-rise building or a villa, which and how many languages we speak, what professions our parents have and how much money we have at our disposal – all of this together is called social background.’ (Amadeu Antonio Foundation)

The conditions in which we grow up have a decisive influence on our lives and, above all, on

• financial and material situation (e.g. money, property)

• educational opportunities (only 27 percent of elementary school students from non-academic households go on to study at a university. Among children of academics, the figure is 79 percent (Higher Education Report 2020))
• individual support

Why do diversity dimensions matter at university?

Ute Klammer (2015) lists five reasons why diversity dimensions and their consideration also play a key role at universities.

• Improving equal opportunities
• Social conditions (e.g. demographic change) are leading to an increasingly heterogeneous student body and making tailored concepts necessary
• Legal requirements, such as the German General Equal Treatment Act (AGG), require more precautions to prevent discrimination
• Economic arguments (better consideration of the heterogeneous student body should lead to lower dropout rates and higher success rates)
• Profile building through a focus on diversity and inclusion in studies, teaching and transfer in the context of the Excellence Initiative is necessary

The basis for this development is an (increasingly) diverse society, which is reflected in the microcosm of universities. Not only has "the student body become more heterogeneous in terms of its social and cultural background, but also in terms of its age and, last but not least, its performance" (Klammer 2015, p. 52).

Are you looking for more inspiration for more diversity?

• Take a look at our website: Diversity at Hochschule Bonn-Rhein-Sieg
• Be inspired by our Media Library on Diversity.

• Take part in our offers and events as part of the initiative Respekt! Time for diversity, Time for sustainability.

Sources

• Buschbaum, Balian (2022): Warum Diversity uns alle angeht. Wie ich der wurde, der ich immer war. FISCHER E-Books.
• Franken, Swetlana (2015). Personal: Diversity Management. Springer Fachmedien Wiesbaden.
• Klammer, Ute (2019): Diversity Management und Hochschulentwicklung. In Praxishandbuch Habitussensibilität und Diversität in der Hochschullehre hrsg. v. David Kergel und Birte Heidkamp. Springer Fachmedien Wiesbaden GmbH, S. 45–68.
• Amadeu Antonio Stiftung | Klassismus
• Antidiskriminierungsstelle des Bundes | Diskriminierungsmerkmale
• Bundeszentrale für politische Bildung | Diversity / Diversität
• Charta der Vielfalt | Vielfaltsdimensionen
• Lucia C. Rocktäschel | Die 7 Diversity-Dimensionen einfach erklärt
• Projekt 100% MENSCH | LSBTIQA*-Lexikon

Contact

Do you have any questions, comments or requests? Please feel free to contact us at respekt@h-brs.de.