← Back to the category overview

Erworbene Diversität

Erworbene Vielfalt bezieht sich auf Merkmale, die eine Person im Laufe ihres Lebens erworben hat, von Alter, Bildung und persönlichem Status bis hin zu traumatischen Erlebnissen. Wittys inklusive Vorschläge helfen dir, ein wertschätzendes und offenes Miteinander für alle zu gestalten.

Denke an die vielen Erfahrungen, die ein Leben prägen: Wir altern, passen uns an Veränderungen im sozioökonomischen Status an, machen eine Ausbildung, gehen Lebenspartnerschaften ein oder heiraten, gründen und finden Familien, erleben Verlust, Trennung und Trauma. Wir sind Veteran*innen, leben mit Schwierigkeiten, die andere nicht sehen können, haben Unfälle und lernen, kreativ mit Veränderungen in unseren Fähigkeiten und Fertigkeiten umzugehen. Wir sind Überlebende von Konflikten, Gewalt und Inhaftierung. Die Summe unserer Erfahrungen und Perspektiven macht die erworbene Vielfalt aus, mit der wir unser Umfeld bereichern.  

Witty macht dich auf Sprache aufmerksam, die:

  • Menschen aufgrund von erworbenen Eigenschaften ausschließt oder ausgrenzt.
  • die die Auswirkungen schwieriger Erfahrungen und traumatischer Lebensereignisse verharmlost.
  • die soziale Stigmatisierung und Vorurteile in Bezug auf erworbene Unterschiede wie Alter, Gesellschaftsschicht oder Veteranenstatus verstärken.
  • als Mikroaggression gegen Menschen mit anderen Erfahrungen eingesetzt wird.

Unconscious bias

unconscious_bias Classism

Try to imagine a reader lower in hierarchy or socio-economic level than yourself: How would you feel when re-reading your own words?

For many people, this formulation implicitly communicates a feeling of condescension. It is associated with a power imbalance and can be perceived as "a top down" mindset. It may or may not also express a sense of social class difference. In short, readers unconsciously realize that the text is not at their eye level. And thus excludes them from the conversation. 

Basic Example
Advanced Example
Basic Example
Advanced Example

unconscious_bias Formality

Formal language is often used in a diplomatic context. It expresses respect between countries. In everyday business situations, however, it can seem odd. It can implicitly convey that an interlocutor is "something better." Formal expressions can kill emotionality and are not conducive to eye-to-eye cooperation. This is contrary to what we are trying to achieve: an inclusive culture where everyone can bring their perspective to the table and realize their full potential.

Age

unconscious_bias Age information

To foster trust across age groups, focus on strengths and needs, not chronological age.

Age-based prejudice remains one of the most socially accepted and institutionalized forms of discrimination. In the workplace, both the youngest and oldest are most likely to be treated unfairly in multigenerational teams, whether it’s patronizing older employees or underestimating the abilities of younger colleagues. To engage people of all ages, focus on required skills and strengths, and mention - or ask about - age only when it’s essential to your message.

Basic Example
Advanced Example
Basic Example
Advanced Example

unconscious_bias Age-bias against 25-

To show you value individuals of all ages equally, avoid generalizations about people aged 25 and under.

We generally associate ageism with discrimination against older age groups. But ageism cuts both ways. Younger people, too, experience age-based discrimination, especially in a corporate culture that equates years on the job with skill and the ability to take on responsibility. Negative stereotypes about Millenials and Gen Z, from a “need to be coddled” to a lack of interest in “putting in the work,” negatively impact their career trajectories and access to mentorship and promotions. Avoid age-based clichés to show you value people for their abilities and capabilities no matter their chronological age.

unconscious_bias Age-bias against 50+

To show you value individuals of all ages equally, avoid generalizations about people aged 50 and above.

From digital ageism – their assumed inability to use technology effectively – to biases about their openness to change, people aged 50+ face a wide range of ageist prejudices in the workplace. And although the volume of people remaining in the workplace past the traditional age of retirement is unprecedented, many organizations are facing a heavy loss of institutional knowledge in the coming years. To foster an inclusive workplace where all feel valued and engaged, no matter their age, focus on required skills and knowledge for roles and responsibilities and avoid age-based stereotypes.

Basic Example
Advanced Example