Welcome culture against the shortage of skilled workers
Initial feedback from the employment agencies shows that many refugees are too young for rapid integration into the labor market; there is also a lack of language and other skills at the moment. But in the long term, there is a good chance that potential will develop here that can help close the skills gap.
This is also the view of the ITC industry association Bitkom, which only recently published a new study on the need for skilled workers. "43,000 vacancies for IT specialists" was the headline.
Software vendors and IT service providers account for the bulk of the 17,500 unfilled IT positions. However, user companies are also increasingly looking for IT specialists (25,500 unfilled positions).
The Federal Employment Agency already described a way out of this situation in its outlook report for 2025: Up to four million additional workers could be gained, according to the report, if more women, migrants and older people were included in the labor market.
This requires a consciously lived corporate culture of diversity in which everyone is valued - "regardless of gender, nationality, ethnic origin, religion or world view, disability, age, sexual orientation and identity."
This is how the Diversity Charter puts it, a corporate initiative that BTC was one of the first medium-sized IT consulting firms to join in 2009. Since then, we have been promoting the idea of diversity internally and externally.
Diversity increases value creation
Diversity stands for the natural cooperation of different people with different skills and cultural backgrounds. It is precisely this diversity that is a catalyst for products and services that succeed in the marketplace.
The process of reaching agreement in a diverse development team may be strenuous - but the result achieved together is all the more convincing for it. This is due to differing points of view that include all aspects in the evaluation - of a new application software, for example. There is no need for strict proportional representation when forming a team.
With a high proportion of migrants and a practiced open corporate culture, teams take on the shape of diversity almost by themselves. In times of increased demand for skilled workers, a company's charisma takes on even greater significance. Rankings of the best employers in Germany demonstrate what attracts applicants: Companies that are both innovative and cultivate a special corporate culture.
For example, when they hold interdisciplinary workshops or, like BTC, regularly launch new talent programs.
If you want to sell your products or services successfully in other countries, you have better chances with diverse teams. The best bridge builders in new markets are employees who are familiar with the culture of a target country, for example, because their parents' roots lie there.
In addition, a large number of studies show that recognizing diversity has both economic and business benefits. The management consultancy Roland Berger, for example, has shown that a working environment free of prejudice retains employees.
This could save German companies 21 billion euros in recruiting costs. Our own experience shows that companies that consciously integrate diversity into all structures and processes are quicker to recognize the needs of employees and customers.
Winning new orders and building interesting business relationships are one consequence. But above all, it is the impetus that comes from the diversity of a company or a workforce: It makes it more flexible and does not shy away from new issues.
It finds it easier to adapt to changing conditions. It is able to move deftly in the international arena and enjoys greater economic success. Diversity and the will to integrate are therefore not only an aspect of social responsibility, but also an opportunity for a livable and prosperous society and economy.
