Connected capabilities in democratic organizations

Abstract

Resilient and vital organizations need multiple reservoirs of competences that are people’s capabilities. Furthermore, resilient organizations in hypermodernity depend on the ability to respond to rising complexity by increasing their own inner variety and competences. Discrimination is a process of exclusion and has great impacts on the capabilities of people. Unequal employment opportunities and disadvantages in the labor market are exposed to a lack of opportunities with the result of a capability gap. Diversity Management is known as a strategy to promote diversity, to reduce disadvantages in organizations, protect from discrimination and to enhance equality of opportunities. But it makes differences of human beings visible, too (Özdemir 2019). It focuses on six core dimensions that are subject of the German Equal Treatment Law: ethnicity, gender, religion, physical disability, age or sexual orientation (§1 AGG). Conventional diversity approaches are strongly focused on highlighting differences of human diversity that is based on one-dimensional attribution of identity and stereotyping with the result of a) more discrimination b) exclusion of multidimensional discrimination in the classic discourses.