ValoDi – Valorisation of Diversity Skills Managing diversity...Impossible? Possible! Dažādības vadība... Neiespējamā misija? Tas ir iespējams! Zarządzanie różnorodnością...Niemożliwe? Możliwe! Monimuotoisuuden johtaminen…. Mahdotonta? Mahdollista! Managing Diversity...Ausgeschlossen? Möglich! Gestionar la Diversidad…¿imposible? Gestire la diversità…. Impossibile? Possibile!

Valorisation of Diversity Skills

ValoDi in a nutshell The tools and the methodology of ValoDi project (Valorisation of Diversity Skills, following Tools for Diversity, ), were developed in international consortiums (Finland, Spain, Norway, Poland, Latvia, Italy, Austria and Greece/TforD). Public and private organizations alike have different approaches in making use of diversity in human resource, communication and customer functions. Some of them are systematically planned while others are more sporadic. ValoDi tools and methodology provide means to systematically assess and develop diversity competence of both management professionals and personnel alike in gender, sexual orientation, health, disability, language, ethnic and cultural background, age and beliefs, values and opinions and in diversity management.

Our definition of diversity In our definition of diversity, we have considered the legal framework and perspective of diversity which covers the differences based on gender, sexual orientation, health, disability, language, ethnic and cultural background, age as well as beliefs, values and opinions. Diversity entails also equality defined within the European legal framework of equality. Equality means treating everybody the same. However, the aim in diversity management is the inclusion of all (including diverse population to form the workforce and the realization of the potential of all; not favoring any groups. Therefore, the term ‘diversity’ covers differences in characteristics, perspectives, perceptions, competencies, actions (e.g. working style), or needs and expectations.

Why ValoDi? The need for ValoDi methodology derives from the need to adapt to new circumstances caused by both internal and external changes in organizations. ValoDi methodology designates a process of enhancing diversity competence in an organization. Some sectors of the society are faced with –decreasing pool of potential and available employees, –aging of staff, –culturally more diverse customer and personnel base, –low ratings of well-being at work, –low levels of commitment –high levels of turnover of staff.

Strategically oriented diversity management can play a counter balancing and even proactive role in such inevitable processes. Every organization has its’ own timing and content requirements for such work. The emphasis lies in the integration of all people in community and workplace as resources and source of innovation. The aim is in enabling diversity management, which acknowledges a broad definition of diversity as something involving everyone (including various minorities) and recognizes the need and strives for more coordinated and goal- and outcome- oriented planning on more diversity-sensitive organizational environments and culture.

ValoDi Methodology Training on innovation and diversity management Diversity awareness training for staff General Diversity Assessment Training for managers: awareness on diversity and diversity management Diversity Management Interview Diversity Management Assessment, DiMA

Valorisation of Diversity Skills: Tools and Target Groups (LLP LdV )