Managing Diversity in Society

Managing diversity in society is not just a social need but a source of numerous benefits for individuals, families, firms, the state, and the international community. The practice of diversity management, starting directly in our immediate social environment and stretching to all realms of society, brings about a wealth of advantages for intercultural management and communication. For instance, diversity in a workplace can lead to increased creativity and innovation, while a community can foster a sense of belonging and understanding of each other. Understanding and learning to embrace diversity can lead to a more harmonious and prosperous society, offering a promising future for all.

1 Understanding what diversity is

Diversity in the context of society means recognizing, accepting, and respecting the coexistence of plurality, variety, and differences in characteristics describing specific dimensions of society. These societal dimensions include gender, ethnicity, age, religion, health status, social status, political affiliations, sexual orientation, and physical abilities, to name but a few. As a starting point, the United Nations (UN) Declaration of Human Rights (UDHR) of 10 December 1948 sets the international legal standard of human coexistence after the atrocities of the Second World War by stating that all people deserve dignity and have equal and inalienable rights founded in freedom, justice, and peace in the world. Therefore, any discussion of understanding diversity demands the consensus of including the whole world population and their diverse characteristics. Understanding human rights is crucial for navigating the complexities of our diverse society, which extremists of all sorts endanger by their acts of disrespect to human rights. By understanding diversity, we can all become enlightened and knowledgeable personalities who understand how to improve our world.

1.1 Equality, Universality, and Inalienability of Human Rights

The equality, universality, and inalienability of human rights, as set in the UDHR, are the societal foundations of healthy diversity management because they balance the social interests of all members of society. One contentious issue is whether we are on the path toward achieving healthy diversity management in our social order. Building a society of coexisting individuals who recognize, accept, and respect the coexistence of plurality, variety, and differences in characteristics is the cornerstone of liberty for all people, democracy, and social justice enshrined in a democratic constitutional order but jeopardized by an autocratic constitutional order.

Current developments in economic and political debates, e.g., anti-migration protests in the UK, migration sentiments in the EU and United States (USA), and global disinformation campaigns using Artificial Intelligence (AI), reveal the thin rope society navigates from generation to generation while dispensing their interests and simultaneously managing diversity.

The Second World War (1939-1945), the United State’s Civil War (1861-1865) and Civil Rights Movement (1954-1968), the Independence of South Africa from the Apartheid Regime in 1994, and the global intervention in the Rwanda Genocide in 1994 (among others) are historical facts of the progressive fight against parts of society that elevated the rights of specific groups at the cost of the oppressed in society. A sustainable global diversity management must rest on the foundation of equity, universality, and inalienability of human rights. Why are we still so far from achieving global diversity?

1.2 Regionalization of Interpretation of the Universal Declaration of Human Rights (UDHR)

Although the UN Declaration of Human Rights proclaims a broad standard of protecting diversity globally, regional grouping (or continental blocks) has derailed the full realization of the initial goals of the Charta by preferentially regionalizing the context of human rights. Regionalization is adapting regional standards to fit the specific needs and circumstances of a particular regional grouping, e.g., the European Union (EU), the Council of Europe, and the African Union (AU). For example, the European Human Rights Convention of 4 November 1950 does not include all human rights in the UN’s Universal Human Rights Declaration. Another example of regionalization of the understanding of human rights is the African Charta on Human and People’s Rights of 1 June 1981, which also embarks on a different trail of interpreting the UN’s Universal Human Rights Declaration.

The Americas also enacted the American Convention on Human Rights on 22 November 1969, known as the “Pact of San Jose, Costa Rica.” On the other hand, Asia is subdivided into subgroups with agreements such as the ASEAN Members fully committing to the UN’s Universal Human Rights Charta (see Article 2 of the ASEAN Charter of 8 August 1967 and the ASEAN Human Rights Declaration) and others without any accessible regional treaties on Human Rights (Middle East and Central Asian countries). Under the legal conditions detailed above, managing diversity becomes complex in a more interconnected, interdependent, and globalized world.

1.3 Managing Diversity in Society and the Sustainable Development Goals (SDGs)

An enlightening example of the impact of poor diversity management is analyzing how achieving the Sustainable Development Goals (SDGs) depends on diversity management between the global north and south. The macroeconomic framework of the more applied quantitative economic goals and less regarded qualitative economic goals dominates the global economic discussion from the political, economic, technological, legal, and societal dimensions of society.

The G7 and OECD Countries practically dominate quantitatively and qualitatively, benefiting from a higher level of diversity management in their economies. At the same time, developing countries need more quantitative generosity and integration in diversity acceptance, e.g., easing the World Bank’s debts and sustaining grants to developing countries to ease poverty and promote societal development and diversity-building capacities in solidarity with the people living below the existential minimum. That would mean empowering social interactions between these countries to achieve the SDGs.

To make the world a better place for everyone, as envisioned by the SDGs, we must meet the threshold of equality, universality, and inalienability of human rights now and beyond 2030.

2. How to embrace diversity in society

As members of society, each of us plays a pivotal role in embracing diversity in our communities. By engaging in constructive dialogue and actions, we can actively contribute to the growth and prosperity of our societies at all levels. It is a social need and a personal responsibility we all share, empowering us to make a positive difference in our communities and the world.

2.1 Promoting the Universal Human Rights

Promoting universal human rights, as envisioned in the UDHR, is the most noble action that can elevate diversity management. As outlined in the Universal Declaration of Human Rights (UDHR), promoting universal human rights is an essential and commendable effort that is pivotal in advancing the effective management of diversity within societies and organizations. By upholding and advocating for the principles enshrined in the UDHR, we actively contribute to fostering an inclusive, fair, and respectful environment for people from diverse backgrounds, thereby promoting equality and understanding across the global community.

2.2 Embracing Democratic Values, Education, and Critical Thinking

The next level of engagement that promotes enhancing diversity management is embracing democratic values, education, and critical thinking. The democratic approach aims to create an environment where individuals of diverse backgrounds are valued, self-govern their society, and have equal opportunities for growth and success. On the other hand, education secures the continuous development of a societal knowledge base if society secures it for all members. At the same time, critical thinking should help protect society from fanatism and extremism.

2.3 Active Fairness and Social Engagement in Community Work

Practicing active fairness and social engagement in community work helps promote community diversity management, e.g., by advocating for the rights of minorities and developing inclusive programs that promote social engagement with members of different social statuses. By actively promoting fairness and inclusivity, we can create a more harmonious and equitable community where individuals from all backgrounds feel valued and respected.

2.4 Avoiding Populism and Disinformation Campaigns

In our era of advancing Artificial Intelligence (AI), avoiding populism of all sorts and disinformation campaigns aiming to cause conflict between competing political sides, ethnic groups, and diverse social statues helps to enhance diversity management as envisioned by the UDHR: equity, universality, and inalienability of human rights. In the age of rapid technological advancement, including the widespread adoption of Artificial Intelligence (AI), it is increasingly crucial to remain vigilant against various forms of populism and disinformation campaigns. These campaigns often seek to sow discord between political factions, ethnic communities, and diverse social strata, e.g., income and wealth distribution, political power, and demographic characteristics. By actively countering these divisive efforts, we can promote diversity management in alignment with the principles outlined in the Universal Declaration of Human Rights (UDHR). Upholding equity, universality, and the inalienability of human rights becomes ever more critical in our modern society, especially in the face of complex challenges posed by advancing technologies and evolving social dynamics.

3. Summary

In conclusion, attaining a harmonious and diverse society rests on upholding the principles of equality, universality, and inalienability of human rights, as outlined in the UDHR. Overcoming the challenges posed by the regionalization of human rights interpretation and ensuring effective diversity management is essential for achieving the SDGs and fostering global harmony. Promoting diversity in society requires engaging in constructive dialogue, promoting universal human rights, embracing democratic values and education, practicing fairness, and countering populism and disinformation campaigns.

These efforts contribute to fostering an inclusive and respectful environment for individuals from diverse backgrounds and promoting equality and understanding across the global community. Upholding equity, universality, and the inalienability of human rights as envisioned in the UDHR becomes especially critical in the face of advancing technologies such as Artificial Intelligence (AI) and evolving social dynamics.