⚒ | ＄ | ⏲ | Anonymized application procedures help minimize the influence of unconscious stereotypes in the recruitment process and can help fill vacancies with the most suitable candidates. This measure will contribute to greater success and diversity in the workforce in the long run.

⚒⚒ | ＄＄ | ⏲⏲ | Through awareness training, managers and employees in research & development become aware of the impact of (perceived) diversity characteristics on their attitudes. Participants are also exposed to alternative viewpoints and taught how to deal constructively with stereotypes and biases in the workplace.

As part of the pilot for the Toolkit: Women & Diversity in Innovation, Merkle set itself the goal to establish diversity in external communication and increase its visibility. Therefore, Merkle revised the existing guidelines for gender-sensitive language. Likewise, the visual language in external communication such as on the company’s website and in job advertisements was reviewed self-critically regarding diversity.

Managers at Merkle take on the role of coaches and maintain a professional and personal exchange with employees in the form of weekly feedback meetings. The intranet has developed into a transparent exchange platform that resembles a social network. In addition, Merkle has initiated several targeted measures to promote inclusion in HR management and internal communications.

⚒ | ＄ | ⏲ | Openings must be advertised internally and externally to attract the best individuals and ensure that the workforce is as diverse as possible. The consistent use of inclusive language and communication through multiple recruiting channels attracts the most diverse pool of candidates possible.

⚒⚒⚒ | ＄＄ | ⏲⏲ | An internal awareness campaign will send a strong message about the importance of diversity in innovation. It can help make different diversity groups visible and promote an inclusive culture in innovation.

⚒⚒ | ＄＄ | ⏲⏲ | Organizations actively contribute to the increase and diversification of their talent pool by purposefully promoting young talent, and they establish themselves as an inclusive employer by doing so. Supporting young talent from underrepresented and/or socially disadvantaged diversity groups broadens their professional opportunities and empowers them in pursuing self-determined careers.

⚒ | ＄ | ⏲⏲⏲ | All performance and suitability indicators that can be uniformly specified and that are observable/measurable at the personal level can serve as objective promotion criteria. Objective promotion criteria raise the probability that the most qualified individuals will be appointed to expert and responsible roles. They increase the transparency of promotion decisions, resulting in higher acceptance of such decisions and a fairer perception overall.

⚒⚒ | ＄ | ⏲⏲ | The term “personality” refers to characteristics of behavior and experience that are stable over time and play an increasingly important role in complex activities in the form of “soft skills”. By using their individual character strengths, employees can optimize and further develop their innovative potential. Personality-based recruitment helps to mitigate the negative effects of unconscious stereotyping and prejudices linked with specific diversity characteristics.

⚒ | ＄ | ⏲⏲⏲ | A quota system gives priority to members of underrepresented diversity groups within the company who are equally qualified, to increase their share in important roles in the long term. On the one hand, quota regulations can reduce the influence of unconscious stereotypes in the selection process. On the other, they encourage members of underrepresented diversity groups to apply for positions of responsibility by providing incentives for proactive career advancement.