The notion of ‘diversity’ has become a highly controversial buzzword that is relevant in both the academic and public sphere. Some people see it as an opportunity to approach differences as a potential instead of a ‘problem’ that needs to be fixed. Others, however, criticize that the diversity rhetoric privileges particular groups (e.g. highly qualified women or migrant key employees) and neglects others, who seem not as easily compatible with profit maximization (e.g. disabled people, refugees). Simultaneously, in several western countries nationalistic discourses are gaining strength that question – once again – the legitimacy of heterogeneous populations regarding their composition of gender-related, cultural, religious or sexual norms and values. Whatever stance is taken, the notion of diversity represents a ‘hot topic’ that needs to be treated with academic rigour in terms of its conceptual opportunities and limitations as well as its ramifications in practical contexts.

Against this background, the course engages with the ‘diversity turn’ at three levels: First, we explore the history and development of the contemporary diversity discourse and analyze different concepts of diversity and its relation to other theories of difference (e.g. intersectionality). Second, we engage with theories of inclusion and exclusion that are used as guidance for mapping out ‘which differences actually make a difference’. Third, we apply this knowledge about concepts of diversity/differences as well as about theories of inclusion and exclusion to the context of the world of work. By looking at particularly marginalized or disadvantaged groups (e.g. employees marked as disabled, fat or transgender) in labour relations, the students deal in depth with the complexity of the relationship between differences and in-/equalities.