The Positive Economic Impact of Difference (Izmir University Guest Lecture)
In an academic lecture for the course “Economics of Gender” at Izmir University of Economics, Michael Stuber introduced MBA and economics students to a European model of DE&I as a value-creation process.
Framing Diversity in an Economic Context
In April 2022, I was invited as a guest lecturer for the course Economics of Gender at Izmir University of Economics. The course explores the relationship between gender, social development, and economic theory. Against this backdrop, I presented a European approach to Diversity, Equity and Inclusion (DE&I), positioning it not merely as a moral or political option, but as a driver of measurable value creation in organisations and economies.
Beyond Categories: A Broader View of Diversity
A first key element of the lecture was to move beyond the narrow lens of gender, race or age. While these remain important dimensions, a company-based DE&I model must also consider competences, work styles, leadership behaviours, and collaboration patterns. Diversity, in this sense, is not limited to representation but encompasses differences that can be turned into advantages when framed correctly and embedded in organisational practice.
Starting with the Goal in Mind
I challenged students to think backwards: What do we want DE&I to achieve in an economic or business setting? Do we seek improved decision-making, enhanced innovation, or stronger resilience? Defining these goals first allows us to design DE&I strategically. Too often, policies and awareness initiatives remain at the surface level; they create visibility for previously marginalised topics, groups or individuals, but lead to little impact. By contrast, a goal-oriented approach positions DE&I as a value chain: from differences to openness, from inclusion to outcomes.
From Good Intentions to Systemic Impact
One of the discussion points centred on the limitations of symbolic action. Campaigns, days of recognition, or even compliance measures are valuable, but they rarely change organisational culture. The next level of DE&I requires embedding inclusion into structures and mechanisms: recruitment, development, leadership, and everyday workplace culture. This systemic integration, rather than single-issue activism, is what propels performance and fosters sustainable cultural change.
A European Contribution to Global Debates
The class was particularly interested in how the European context shapes DE&I. Compared with the US, where debates often emphasise race and equity, Europe faces highly diverse national landscapes with different histories, demographics and institutional frameworks. Yet the underlying imperative is universal: organisations cannot afford to ignore talent or the productivity gains that result from effectively leveraging difference. Europe’s contribution lies in showing how context-sensitive approaches can make DE&I more relevant and effective.
Conclusion: Academic Insights with Practical Relevance
The lecture concluded with a synthesis: DE&I should not be an afterthought or an add-on but a core driver of organisational and economic development. For the students in Izmir, the session bridged academic concepts of gender economics with the applied reality of corporate strategy and cultural transformation. The key takeaway was clear: when embedded with intent, DE&I is not only about fairness but about creating tangible benefits for individuals, organisations, and society at large.
