The European Union has been in an integration process since its creation after World War II. Before, many European countries were at war with each other, and in some countries fascist regimes were in power until the mid-1970s. The iron curtain (and the Berlin wall) only came down 15 years ago, when a new liberation and integration process began. For these and many other reasons, no common cultural ground can be assumed for Europe as a whole. On the contrary, it must be acknowledged that different cultures exist, many of which were alien to each other up until the recent past. Such negative heritage has inevitably led to the formation of prejudices and then (negative) stereotypes.
When dealing with people from European countries, it is therefore important to consider their cultural traits while at the same time avoiding the stereotypes associated with that culture. While "diversity" is a characteristic of Europe, the "concept of diversity" has not yet been discovered by many of its citizens. A shared or common "European identity" is still developing and is emerging in the climate of globalization and the bringing together of all peoples around the world.
Challenges
European countries and regions do differ regarding the issues each deems to be "important." Our pan-European research reveals a ranking of the six socalled core dimensions of diversity: 1- gender, 2 - ethnicity/race, 3 - age, 4 - disability, 5 - religion/belief and 6 - sexual orientation. Additional issues specific to a country or region are based on the respective history and culture.
In Ireland, for example, religion receives a lot of attention due to the longstanding conflict between members of the Catholic and Anglican churches. In Belgium and Switzerland, there is a high sensitivity for different mother tongues (and foreign language capabilities). In Hungary, membership in a current or former "traveling" (i.e., gypsy) community is an important issue.
Finally, it is essential to know that "race" is acknowledged differently in Europe compared to the U.S., where the history of slavery and civil rights are part of the national heritage.
In Europe "ethnicity" is a more common issue, as countries (and regions) are comprised of different ethnic minorities. Some of these minorities are called former "guest workers;" others migrated from former colonies. Yet others are contemporary employment migrants or refugees.
These groups tend to face similar exclusion dynamics in almost all European countries. Other issues, such as the integration of women in Eastern European business, are more advanced than in the West.
The most common mistakes business leaders make in Europe are probably very similar
elsewhere in the world, irrespective of a leader's origin. Although many people feel insulted when they are not valued or their background, ideas, perspectives or concrete contribution, they often find themselves acting in a similar way once they are in a similar position. Especially in mergers or acquisitions, it happens often that the dominant partner is not treating new colleagues with dignity and respect. All too often, the acquiring organization loses a large part of what they have paid for.
Compared to the United States, there seems to be a stronger tendency in Europe to make "equal treatment" a goal, rather than "equal opportunities." This approach is linked to an almost historical European ideal that regarding people as "the same" is a way to achieve justice, which might translate to "color-blindness" in daily life.
Legislation
In 2002 and 2003, the European Union adopted three anti-discrimination directives which have to be implemented in National legislation in all 25 EU member states. These directives cover all six core dimensions of diversity and ban direct and indirect discrimination, as well as harassment. Direct discrimination occurs when a person is treated less favorably than another in a comparable situation because of their racial or ethnic origin, religion or belief, disability, age or sexual orientation. Indirect discrimination occurs when an apparently neutral provision, criterion or practice disadvantages people on the grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation, unless the practice can be objectively justified by a legitimate aim. The directives are applicable to all areas of work and employment, including recruitment, performance management, promotion, pay, training and development, work conditions and termination. One important mechanism of the directives is the reversed burden of proof. In case of litigation, employers have to proof that their systems, processes or culture are bias free, and no discrimination or harassment occurred. Claimants may be supported or represented by special-interest organizations, which could lead to broad publicity of a case.
Most of these regulations are new to the national legal systems, and even many experts from HR, diversity and legal departments do not yet understand all the implications of these future laws. Most countries are still in the process of implementing the directives, with the European Commission evaluating progress and results.
In some European countries that are not EU members (Norway, Switzerland), similar laws exist for some diversity-related issues, but harmonization is expected whilst Europe is integrating further and more countries are hoping to join the Union.
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Source:
The Diversity Factor © 2004
ISSN 1545-2808
Fall 2004
Global Diversity
Volume 12, Number 4
Europe —Michael Stuber
Michael is a diversity pioneer in Europe, and is the founder of mi.st Diversity Consulting. He helps organizations pursue a strongly business-related, strategic approach to implementing diversity, which includes positioning, research and analysis work, the business case and strategies for the implementation.
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