A few days ago, I came across a sentence in a job advertisement from a large corporation: “We value diversity, reject discrimination, and do not think in categories such as gender, ethnicity, religion, disability, age, or sexual identity.” I read it in shock.
Call me old-fashioned, but for me, a person’s identity is at the core of who they are. It shapes how someone sees themselves, what experiences they have had, what values they uphold, and how they contribute professionally. A statement like this makes me feel as though the company doesn’t care about who the person behind the application truly is—appreciation? Nowhere to be found.
For me, this would be a clear reason not to apply—even if I were a perfect fit for the role in terms of qualifications. I am a woman in my early 40s, with a Christian background, and this identity gives my life meaning. It frames my thinking, my communication, and my actions. I am not a “typical” woman in her early 40s—whatever that may mean—but my identity is the compass of my life.
Diversity Is More Than Just Numbers on Paper
Don’t get me wrong: I value diversity. My social circle is international and diverse. I have friends who are younger or older than I am, friends who practice different religions or struggle with their gender identity. They are all teachers to me because they are who they are—not in spite of their identity, but because of it. All these aspects make them unique. This cannot be irrelevant.
The anti-discrimination debate suggests to me that HR professionals should only see the professional qualifications—as if all the formative experiences of a person are secondary. Yet, in reality, our identity is what makes us valuable team members. Our energy is valuable as it is. It is the only thing we truly have. It is the only thing we can sell in the job market.
Gender: A Wealth of Experience That Shapes Perspectives
Our gender influences how we perceive and interact with the world. Women and men experience different challenges and opportunities that shape us—both professionally and personally. It is not irrelevant whether a woman has given birth to two children or whether a man is responsible for caring for them. People who cannot or do not want to identify clearly with one gender also have unique concerns and perspectives. This diversity of experiences brings strengths to our work environment, offers new perspectives, and fosters innovation.
Origin: Our Roots as a Source of Strength
Our origin—cultural, geographical, or social—shapes how we view the world and what values we hold. It influences how we deal with challenges, our willingness to take risks, and our understanding of success. Someone who comes from a community that values solidarity brings different perspectives to a team than someone who has internalized self-reliance. This blend of approaches makes teams stronger, more creative, and more resilient.
Age: Life Experience as a Resource for Value Creation
With age comes experience—often called wisdom. Different stages of life bring different perspectives. Younger people bring enthusiasm and new ideas, while more experienced colleagues contribute valuable insights. Each generation has its own themes. In astrology, Pluto shows us these so-called generational themes that younger and older individuals may not grasp with the same intensity as their peers do. Teams that recognize the value of age can develop sustainable, innovative solutions in the long run.
Spiritual Identity: Values as a Compass
Whether religious or spiritual, our identity often forms the inner compass that guides our actions. It provides us with ethics, morals, and motivation, helping us maintain our stance even in difficult situations. These values influence how we approach challenges and find meaning in our work. Perhaps it is compassion that motivates someone to take responsibility beyond their own life. People from the same value system often speak a common language, saving much in communication. Someone who prays or meditates has different mental tools than someone who sees the universe (and themselves) as a product of chance. Naturally, this affects efficiency, productivity, and is relevant for a leader.
Diversity as Fertile Ground for Value Creation
Gender, origin, age, and spiritual identity are not limitations but enrichments. They are the building blocks that make up our values, and these very values enable us to create genuine value—because we act from the depth of our experiences. Every facet of our identity allows us to create connection, resonance, and operate on a deeper level in the professional world.
There’s no doubt: Don’t be narrow-minded, and consider carefully whether someone with a perspective unfamiliar to you might bring values beneficial to your company. Don’t fear the growth that the “other” demands of you, which may sometimes be uncomfortable.
But please, make an effort to see the whole person, with everything that makes them who they are. There is nothing we need more than validation of who we are, and this includes our origin, our gender, and everything else, too.
There aren’t enough “benefits” you could come up with that would match the appreciation and validation of people for who they are—something that they could offer you in your company.
Perhaps you might consider how your own values and the stories behind them find expression in your work. What unique experiences do you bring to your environment? It is this uniqueness that not only allows you to grow but also contributes significantly to value creation in your professional context. Because true value arises when we bring our full selves, with all our facets—authentically, reflectively, and with the courage to live the full potential of our identity.
