The INNOVERSITY history
INNOVERSITY was first established in 2001 by Susanne Justesen, but much have happened in the world of INNOVERSITY since then - as described below.
When Susanne Justesen first took an interest in the relationship between innovation and diversity in 2000, she was curious as to why the general discussion of diversity in Denmark and elsewhere
seemed so focused on the problems of diversity, rather than the benefits.
The general resistance within towards employing dissimilar individuals and the public debate about diversity issues, left the potential of diversity relatively untouched. Furthermore, she was rather disappointed with the way diversity was being perceived within her own theoretical field, i.e. intercultural management. Here, diversity seemed to be more focused on how to deal with the problems arising from diversity, rather than focusing on the benefits, and how to make use of them in practice.
Similarly, there seemed to be a tendency to focus on the consequences of diversity, rather than an interest in understanding what it is within an organisation that creates the notion of 'perceived dissimilarity' and actually generates problems.
Thirdly, and most importantly, she was convinced that diversity actually did provide important benefits, that seemed to enhance innovative practice. From her own participation in different settings characterised by diversity, she was
convinced of the potential of diversity.
The general resistance within towards employing dissimilar individuals and the public debate about diversity issues, left the potential of diversity relatively untouched. Furthermore, she was rather disappointed with the way diversity was being perceived within her own theoretical field, i.e. intercultural management. Here, diversity seemed to be more focused on how to deal with the problems arising from diversity, rather than focusing on the benefits, and how to make use of them in practice.
Similarly, there seemed to be a tendency to focus on the consequences of diversity, rather than an interest in understanding what it is within an organisation that creates the notion of 'perceived dissimilarity' and actually generates problems.
Thirdly, and most importantly, she was convinced that diversity actually did provide important benefits, that seemed to enhance innovative practice. From her own participation in different settings characterised by diversity, she was
convinced of the potential of diversity.