@phdthesis{Laeufle,
  type      = {Bachelor Thesis},
  author    = {Nadja L{\"a}ufle},
  title     = {Inwiefern kann Diversit{\"a}tsmanagement in Unternehmen im Sinne einer gezielten Anwerbung und Besch{\"a}ftigung ausl{\"a}ndischer Fachkr{\"a}fte dazu beitragen, dem stetig zunehmenden Fachkr{\"a}ftemangel in Deutschland wirksam zu begegnen?},
  abstract  = {The shortage of skilled workers is an increasingly common problem in the German labor market, affecting many companies. To counter the problem of the labor shortage, one of the measures to be taken is to actively recruit skilled workers from abroad. The resulting cultural diversity in companies must be coordinated and managed. Diversity management is a tool that companies can use to manage diversity in their workforce. The aim of this paper is to determine in which respect diversity management can counteract the shortage of skilled labor by recruiting foreign professionals. To this end, the following research question is posed: To what extent can diversity management in companies, in the sense of targeted recruitment and employment of foreign skilled workers, contribute to effectively countering the steadily increasing labor shortage in Germany? A qualitative study supports the answer to the research question by providing insights into the practical application and significance of diversity management in a number of sample companies. From the study, it became apparent that the shortage of skilled workers and the employee recruitment are important reasons for introducing diversity management into companies. It also showed that there can be other benefits to a culturally diverse company beyond attracting new skilled workers. However, there is some discrepancy between the aforementioned aspect of attracting employees through diversity management and the confirmation that diversity management has helped to give greater consideration to foreign professionals when filling vacancies.},
  language  = {de}
}