DescriptionIn the creation of logistical processes, the human factor is of outstanding importance. Diversity management (DiM) is increasingly required due to changing demands on transport and logistics companies and thus on the competences and skills of their employees. The increasing percentage of women, older people and people with migration backgrounds in the workforce as well as the internationality of many transport and logistics companies require the ability to cope with these diverse backgrounds.
The article at hand focuses on the diversity of employees in the Austrian transport and logistics sector by giving an overview of the instruments of DiM and sheds light on the costs and advantages of these measures.
For studying this phenomenon in question a qualitative approach was chosen. In particular, semi-structured interviews with ten Austrian transport and logistics companies were conducted and analyzed by means of a qualitative content methodology.
The majority of these companies interviewed does not follow a clear-cut DiM program, but has implemented several measures in isolation. Most of them are gender-related like flexible working time, dedicated support programs for women or quota regulations. With regard to age, measures range from the possibility of making use of partial retirement and re-training to the deliberate employment of older personnel. Regarding religion and ethnicity, the companies interviewed above all offer balanced meal plans and language courses. As far as the dimension of disabilities is concerned, great importance is attached to barrier-free access of the company establishments for wheelchair users. However, when looking at the DiM measures implemented, it is evident that the majority of measures regarding the dimensions of gender and disabilities would not exist without legal compulsion.
|Period||23 Apr 2015 → 24 Apr 2015|
|Event title||10th CSCMP European Research Seminar 2015|
|Degree of Recognition||International|