Never lost in Diversity: We support those who drive diversity in companies and organizations. Our idea: Continuous exchange moves us forward.
Diversity is here to stay. Those who recognize the importance of this topic want to make progress but often face challenges.
Right in their daily work
This is where the Diversity Circle comes in: It offers a unique platform for regular exchange. Diversity professionals from various companies and organizations come together to focus on the challenges and opportunities of diversity. Our meetings are an idea workshop. Members share their experiences in a safe space, learn from each other, and develop practical solutions to advance diversity within their organizations. HR leaders and CEOs are also invited to discuss the practical impact of diversity in the workplace.
Work towards a corporate culture of diversity and mutual appreciation. Gain new insights. Join the Diversity Circle and think with us about how your company will operate in five or ten years.
How do we motivate employees to engage with diversity?
What does a good gender guide for our company look like?
How do we overcome language barriers?
How do we support neurodiverse employees?
How do we set up a complaint office?
How do we adapt our corporate parent’s diversity concept to our company culture in Germany?
How do we keep moving forward despite internal resistance?
Strengthening diversity, acting sustainably — we are in this together .
In the Diversity Circle, we cultivate an open and respectful dialogue—informal and relaxed, without hierarchies, on equal footing. The participants determine topics and content spontaneously and freely. Our focus is not just on strategies but on practical perspectives, mutual exchange, and the ongoing challenge of advancing and evolving diversity in organizations. Diversity enriches—not just our workplaces, but also our Diversity Circle.
Companies or organizations join the Diversity Circle as members. Each member can send two representatives and, additionally, the CEO to participate in meetups.
Diversity Regular
A one-hour, moderated online meeting every first Thursday of the month (except August and December) at 9:00 AM.
Diversity Annual
A half-day Diversity Circle meeting once a year, designed as a virtual workshop.
Members of the Diversity Circle gain access to an exclusive network. Participants support each other by sharing best practices. Together, they develop solutions that can be directly integrated into everyday work to create a more inclusive and equitable work environment. The Diversity Circle strengthens a culture of openness and acceptance that extends beyond individual companies.
Corporate culture concerns everyone and is much more than just image-building. Together, we can make a difference:
“Let’s make the pie bigger.”
Acting sustainably: Membership in the Diversity Circle is a relevant component for CSRD-compliant sustainability reporting and provides an opportunity to document your ESG activities in the social and governance areas.
Starting in 2025, companies with an annual revenue of more than 50 million euros and at least 250 employees will be required to submit a sustainability report each year. Information on sustainable actions will thus hold the same importance as a company’s financial data. The framework for this is set by the EU Directive 2022/2464, the Corporate Sustainability Reporting Directive (CSRD) — the requirements of this directive must be transposed into national law by mid-2024.
You are committed to sustainable corporate governance. Show it: Use the Diversity Circle logo for your external communication.
At the same time, placing your company logo on our website signals your commitment to greater diversity—both within your organization and beyond.
Those engaged in diversity efforts, especially those tasked with developing and implementing a diversity strategy, often face skepticism and criticism. Taking this criticism seriously and countering it with strong arguments is one of our key goals in the Diversity Circle. We want to strengthen the position of diversity professionals.
Anna Engers moderates our meetings, provides insights, and brings her extensive experience as a diversity expert. Since 2012, she has been a pioneer in the field. Advocating for more diversity in companies is her passion. She is dedicated to viewing differences as enrichment and supporting diversity professionals in their work.
Anyone who has seen her in action knows how inspiring it can be to talk, discuss, and sometimes even debate with her. Engaging, personal, and with a clear vision of what truly matters—Anna Engers wants diversity managers to not only do their job well but also to work with the deep conviction that they are making a valuable contribution to the future of work. Whether in an SME or an international corporation, she stands for progress.
“In the Diversity Circle, we identify the roadblocks. But we also find ways to move forward—together, within our organizations and beyond.”
We are delighted that you want to enrich our Diversity Circle as a member.
By joining, you actively contribute to promoting diversity and equality in your company.
The continuous exchange within our network supports your commitment.
Get in touch with us and learn more about becoming a member.
NextSteps
After submitting your inquiry, we will contact you, answer your questions, and explain the membership terms. Next, we will send you an offer. Once you accept the offer, you will receive access to our online meeting, the Diversity Circle logo, and a short text about the Circle that you can use in your sustainability report.
Members who want to take an extra step can also book additional coaching sessions.
For a fairer and more inclusive working world of tomorrow
as
a member
of the Diversity Circle.
Wer sich für mehr Vielfalt einsetzt, muss mit Gegenwind rechnen.
Wir möchten der Kritik starke Argumente entgegensetzen.
Auch hier unterstützen wir uns im Diversity Circle gegenseitig.
„Warum sollte Vielfalt ein wichtiges Kriterium bei der Zusammenstellung eines Teams sein? Diversity-Initiativen erreichen ihr Ziel nicht, sondern das Gegenteil: Sie verstärken Spannungen und Konflikte im Team.“
„Schon wieder Diversity?“ Mitarbeitende haben wenig Lust auf Veränderung, ihre Perspektive ist nicht zuerst die Frage, „Was bringt das der Firma?“, sondern „Was habe ich davon?“ Wir sollten ein Bewusstsein schaffen, dass in einem sich ständig verändernden Arbeitsumfeld alle davon profitieren, wenn sich die Unternehmenskultur verbessert.
„Quotenregelungen für Diversität — und das soll fair sein? Qualifizierte Kräfte könnten benachteiligt werden und das schadet dem Unternehmen. Diversity-Programme sind ein Werkzeug, um die Einstellung weniger qualifizierter Kandidat*innen zu beschönigen.“
Eine Stellenbesetzung zuerst als Verteilungskampf zu sehen, ist zu engstirnig. Wenn wir vorankommen wollen, sollten wir uns fragen, was ein Unternehmen im War for Talents attraktiver macht. Diversity kann ein Erfolgsfaktor sein, wenn wir ihn dazu machen.
„Warum sollten wir uns um Diversity kümmern? Politische Korrektheit und symbolische Unternehmenspoltitik polieren das Image auf, führen aber nicht zu echten Verbesserungen im Arbeitsalltag.“
Wenn Diversity nicht ankommt, nicht gelebt wird, wirkt es unglaubwürdig, sich mit Vielfalt zu schmücken. Pinkwashing geht nach hinten los. Ehrlich zu sein, sich unbequemen Fragen zu stellen und Kritik auszuhalten, zeigt Größe und kommt an im Bewerbungsmarkt.
Anyone who campaigns for more diversity must expect headwinds.
We would like to counter the criticism with strong arguments.
Here, too, we support each other in the Diversity Circle.
“Why should diversity be an important criterion when putting together a team? Diversity initiatives do not achieve their goal, but rather the opposite: they increase tensions and conflicts within the team.”
“Diversity again?” Employees have little appetite for change, their perspective is not first and foremost the question “What’s in it for the company?”, but “What’s in it for me?” We should create an awareness that in a constantly changing working environment, everyone benefits when the corporate culture improves.
“Quota regulations for diversity – and that’s supposed to be fair? Qualified employees could be disadvantaged and that harms the company. Diversity programs are a tool to whitewash the recruitment of less qualified candidates.”
It is too narrow-minded to see recruitment first and foremost as a distribution battle. If we want to make progress, we should ask ourselves what makes a company more attractive in the war for talent. Diversity can be a success factor if we make it one.
“Why should we care about diversity? Political correctness and symbolic corporate politics polish up the image, but don’t lead to real improvements in everyday working life.”
If diversity is not accepted, if it is not practiced, it looks untrustworthy to adorn oneself with diversity. Pinkwashing backfires. Being honest, facing up to uncomfortable questions and putting up with criticism shows greatness and is well received in the job market.
