Please download here the Symposium report in English, French or German. A short summary can be found below:

• Business Case for Diversity Symposium Report - EN
•  Business Case for Diversity - Symposium Report - DE
•  Business Case for Diversity - Report symposium - FR

The Symposium shared key findings and insights on how ‘diversity’ is currently taught, researched and managed within business schools in Europe, following research undertaken by EABIS, EIMD and EFMD experts in Spring 2008. With 80 participants present from 13 European countries representing the business school and corporate communities, the event was also an ideal occasion to explore potential partnerships between the academic and business sectors for mutual valuable exchanges in the field of diversity management.

The role of education is paramount for raising awareness and further promoting the importance of workforce diversity management. Business schools are crucial actors where diversity and diversity management can be taught, debated and experienced among current and future management leaders. The results of the survey indicate a growing interest among business schools to include diversity in curriculum development. For example, 3 out of 4 business schools in Europe have dedicated diversity management content integrated in their curriculum.

However, the survey also highlighted that this inclusion has important conceptual limitations. Specific aspects of diversity tend to be considered, i.e. gender, cultural and nationality, while others, such as religion or ethnic background seem to be taught far less frequently. Furthermore, diversity mainstreaming does not (yet) play a prominent role in the curriculum as most courses are either electives or diversity content is taught just as part of another course.

The key question is therefore how to promote a broader perspective on diversity and whether traditional tools, such as lectures and case studies, are the most appropriate and effective ways to learn about and experience diversity. Further findings and insights, as well as good practice case studies, can be read in the  Business Case for Diversity - Research Report, as presented during the event.

The presentation of academic best practices in the field showed a few very interesting examples of diversity teaching content, modules and programmes created in a number of leading business schools in Europe (ESSEC, ESADE and Leeds Business School respectively). In particular, the good practices highlighted a clear need to combine traditional tools with more innovative and experimental ones, such as for instance the use of films, videos, field visits, real-life experiences and controversial books.

The gap between academic and business sector’s needs and expectations, however, remains wide. While there are few examples of companies working systematically with business schools, such as Air France/Deloitte/L’Oreal with ESSEC, there is generally a lack of valuable exchanges and collaboration on diversity management between both sides. Most business schools are not perceived as actors shaping and defining ‘trends’ but instead, local contexts and legislative initiatives seem to play an important role in influencing business practices on diversity. Terminology and differences of language between academia and business also represent barriers. For example, companies usually do not ask explicitly for ‘diversity training’ as part of executive level leadership programmes.

As a way forward, key areas to be explored further could be summarised as follows:

• Ongoing business engagement around research and knowledge priorities;
• More effective communication of the business case for diversity and the need to identify agents of change;
• Better access for wider communities to access knowledge;
• The need for local partnerships in local business contexts in a globalised world;
• A more enhanced role of corporate universities; as well as
• The need for the development of multiple fora to ensure better understanding of language between business and academia in the field of diversity management.