Diversity in the workplace can often initially be perceived as a “disruptive factor” that creates “friction losses” in organisational processes. For example, employees may not understand a work task correctly on account of language difficulties, older workers may no longer be able to perform at their full physical capacity, or flexible working time models may render team meetings nearly impossible. Thinking about diversity therefore has to be consciously integrated into all organisational processes. Only then is it possible to make allowances for every employee’s personal strengths and weaknesses in value-creation processes.

Humane working conditions

BAuA researches issues relating to differential work design. The intention is to support individuals who would not be able to perform certain activities without appropriate support. In particular, assistive technologies allow employees with physical and mental impairments or disabilities to perform new activities.

Depending on how they are configured, innovative technologies can open up new opportunities for inclusion or actually create barriers. Until now the labour force participation rate for people with disabilities has been noticeably lower than the rate for the population as a whole. This is why we explore the working situation of people with disabilities and identify factors that contribute to successful inclusion.

Research for diversity

Apart from this, BAuA investigates the connections between working conditions and health among various groups of employees distinguished by particular characteristics, such as age, gender, gender identity, sexual orientation, ethnic origin, nationality, religion, personal values, world view, social background, and various physical and mental capabilities. The aim is to better understand the needs and vulnerabilities of specific groups of workers and to enhance their employability.

BAuA’s context-sensitive research looks at diversity as it interacts with working conditions, organisational factors, and social dynamics. For example, hospitals’ commercial orientation towards  flatrate payment influences the working conditions experienced by their nursing staff.

Return-to-work

Another focus is on reintegration processes and the effectiveness of return-to-work (RTW) measures. The research line “Strengthening RTW Management and Promoting RTW Processes” is concerned with describing and analysing the reintegration processes, the current practice of phased reintegration, and the effectiveness of return-to-work measures (e.g. intensified aftercare in psychiatric outpatient clinics).

Demographic change

The impacts of demographic change on the labour market also deserve to be paid particular attention. Ageing workforces and shortage of skilled workers make it imperative to design working conditions both age-appropriately and ageing-appropriately so that employees are able to carry out their work healthily for many years.