Diversity at HHLA

Ms Knaack, diversity has become a genuine economic factor and stakeholders are calling for companies to take a more diverse approach. What do you think is behind this?

Nicole Knaack: The first diversity management approaches have been around since the 1970s and come from the USA. These were a result of the US civil rights movement that began in the 1950s. The topic itself has been gaining traction in Germany since the 1990s. Companies have realised that greater equality is not only ethically right, but also makes good business sense. However, the road to true inclusion is long and involves breaking up old structures – and that takes time as they evolved over many years. It’s actually no surprise that the topic is becoming more and more popular: in times of change, growing uncertainty and increasing complexity, we need equally complex approaches. And this is precisely where diversity can be helpful if it is recognised and used accordingly.

Integrating diversity into the workplace is something that affects all employees on a daily basis. What are the first important steps to getting everyone on board and raising awareness for more openness and tolerance?

Nicole Knaack: In many cases, diversity is already a reality. Essentially, it’s about creating fair conditions for all. Because – to put it simply – if you don’t need to hand in your identity at the factory gate or office door, you’ll do a better job. That should be the basic premise. And to achieve this, you first need to provide plenty of information and education. After all, not everyone knows that we unconsciously deny people opportunities and that these exclusion mechanisms permeate all structures. So step one has to be: raise awareness. Step two is to impart knowledge. Then the third step is implementation. Sometimes we have to do all three steps at the same time to get things moving.

What challenges do you see on the path to successful diversity management?

Nicole Knaack: In my experience, the biggest hurdle is getting people to be open to the topic. Many people think it’s going to be extra work on top of their already packed schedule. That can be off-putting and mean that people are initially reluctant to engage. And that’s totally fine. Our task will be to show what we can all gain at HHLA by having a better understanding of diversity issues. Because in the end, more equal opportunities, an unbiased work environment and more openness all lead to a healthy corporate culture. And that automatically leads to more success – at HHLA too.