Development Partnership Berlin DiverCity/Further training 'Diversity knowledge and competence management'

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[edit] Goals and objectives

The training programme developed by FrauenComputerZentrumBerlin in the context of the EQUAL Development Partnership "Berlin DiverCity" offered unemployed women, with and without migration experience, the opportunity to improve their chances on the labour market by means of an innovative qualifications profile composed of their initial qualifications (educational theory, psychology, social, natural sciences, engineering or economics) and newly acquired diversity and knowledge management skills. This was done in close cooperation with Berlin institutions and companies. Through practice-based cooperation with the trainees the companies and institutions were encouraged to implement diversity or knowledge management projects in their organisations.

[edit] Needs for diversity competence

Knowledge and diversity management encompasses competences that are particularly in demand in organisational and Human Resources development, marketing, educational work and in every form of team-based work organisation. Individual expertise and skills are consciously seen in all their diversity, are esteemed and their development is promoted. This is part of the action programme of diversity management but it also describes the tasks and interventions of knowledge and competence management: it's all about keeping existing knowledge in a company, developing it and making it available to all staff members in the context of their work environment. This calls, amongst other things, for communicative skills as well as an understanding of the use of modern IT technologies (databases, content management systems, etc.).

[edit] Implementation

The group of trainees consisted of women from different socio- cultural contexts, with and without migration background; the women therefore learned to deal with challenges of diversity, e.g. in team-building, in a practical and direct manner. The course had a modular structure and new learning and working methods were an integral part of the course design in order to initiate lifelong learning strategies: classroom-based training alternated with self-organised learning and e-learning; self-learning skills and individual specialization were promoted in the skill development process. Empowerment approaches, building on (foreign) language skills, intercultural communication, coaching and other didactic strategies were always geared to the respective situation of the women and their individual life and career experiences.

Looked at from a political and economic perspective, hardly anyone will dispute that diversity and knowledge management skills decide on the future survival of companies and organisations. However, it will not be enough for individual knowledge bearers to take this subject on board within their organisations and carry it forward by means of short-term projects. On a long-term basis this is neither satisfactory for the organisations nor for the diversity knowledge managers. In order to achieve a sustainable impact and to promote the rethinking of attitudes in institutions and companies, a link with Corporate Social Responsibility (CSR) activities was built into the project design. In the training the partnership's strategy of combining dynamics of "supply and demand" was realised in such a way that the trainees are involved in the implementation of diversity management in Berlin companies and organisations. They did their practical projects and work placements there - as "mediators" between companies and non-profit organisations they implemented Corporate Social Responsibility projects, they co-shaped the knowledge management platform of the development partnership on the subject of diversity and provide content input through research, interviews, etc.

[edit] Sources

  • Trainee project examples:

Photo presentation devloped by Claudia Zöllinger "Eine Annäherung von Vielfalt im Alltag" (de), zipped ppt file (7 MB)
Here in pdf format

  • Concepts

Overall learning goals for the training de,(pdf)
Learning goals for knoweldge management de,(pdf)

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