Prof. Dr. Karim Fereidooni is a social scientist and one of the leading voices on criticism of racism, educational equality and participation in a diverse society. In this interview, he explains why it is not enough to simply celebrate diversity – and what both companies and individuals can do proactively to promote participation in the workplace, for example.
Prof. Fereidooni, why is the topic of participation and exclusion particularly important for a company like REWE Group?
Karim Fereidooni: Because a company like REWE Group is at the heart of society – with employees, customers and partners who are very diverse. Anyone who is not sensitive to unequal treatment here is not only overlooking potential conflicts, but also opportunities. Participation creates a better working atmosphere and better performance – as many studies have shown.
About:
Karim Fereidooni
Social scientist at the Ruhr University Bochum
Specifically: What steps can everyone take to promote more openness and participation?
Karim Fereidooni: It starts with small things. Listening, not judging immediately, asking questions instead of making hasty judgments – these are not complicated measures, but they work. Openness starts with an attitude: Do I want to understand or do I want to be legal? Those who choose to understand automatically become more sensitive to discrimination and exclusion.
You mentioned many terms in your presentation – from ableism to heteronormativity. Which of these mechanisms do you encounter most frequently in everyday life – and how do you recognize them?
Karim Fereidooni: Most often I actually experience everyday racism – subtle forms of exclusion, for example through stereotypical attributions: “But you speak good German!” – This is supposed to sound nice, but it shows that the other person is obviously not seen as part of the majority society. It is similar with heteronormativity, i.e. the assumption that everyone is heterosexual – this happens in conversations about partnerships or family, for example.
How can senior managers ensure that employees with a history of immigration feel seen and supported?
Karim Fereidooni: First, by being aware of their own perspective. Many senior managers do not realize that they themselves work with certain norms and assumptions. Anyone who deals with questions such as “Who actually gets promoted?” or Who do I automatically trust more?
lays the foundation for fairer leadership. What’s more, promotion doesn’t just mean training and programs, but also space for experience and voice – every day.
Very mixed teams work in many REWE Group stores and locations. In your opinion, what would be a good form of exchange to break down prejudices?
Karim Fereidooni: Encounter at eye level is key – but not forced. It’s about creating spaces in which employees can talk about their experiences without being judged. This can be a moderated team discussion, a regular exchange in small groups or even an anonymous feedback system. The important thing is that the managing directors must take this seriously. If diversity is seen as an “add-on”, it won’t work. Diversity needs an attitude – not just programs.
The CSD took place in Cologne again this year – a major political event that we at REWE Group have supported for years. At the same time, some major sponsors are pulling out. How concerned are you about such social developments?
Karim Fereidooni: My concern is great because we are seeing freedoms that have been won around the world being pushed back again – be it in the area of sexual diversity, women’s rights or the treatment of migrants. When companies like REWE Group take a stand and position themselves clearly, it sends a strong signal. Right now, we need people and institutions that do not change direction with the wind, but stand up for openness, tolerance and democracy even in stormy times.
