Companies invest a lot of time in values, mission statements, and employer branding. But the crucial question isn’t which values are posted on the office wall. It’s whether they’re actually brought to life in day-to-day work. Because Culture Emerges not through communication alone, but through experience from everyday life.
This is precisely the philosophy embraced by Daniel Auer, Director of Customer and Sales for the Southeast at R+V Versicherung. His approach impressively demonstrates that when diversity is viewed not as a mandatory requirement but as a learning process, it not only transforms how people work together within the company but also creates better conditions for innovation, collaboration, and long-term success.
When people talk about diversity and inclusion, the focus is often on social responsibility. Daniel Auer deliberately takes it a step further. Diversity doesn't have to be discussed in ideological or moral terms, but rather is a key competitive factor.
Teams score better results, if different perspectives come together. Diverse experiences, life paths, and perspectives broaden the range of possible solutions, especially when dealing with complex issues. This holds true regardless of industry or company size.
At R+V, this concept is therefore not treated as a separate sustainability project, but rather as part of the corporate culture. The goal is to create an environment in which people can reach their full potential, regardless of their background, gender, or disability. This approach benefits not only employees but ultimately also customers.
Many companies talk about inclusion. But they are far less likely to create situations in which employees actually experience inclusion.
That's exactly where Daniel Auer comes in. Instead of just organizing training sessions or presentations, his team Bringing People with and without Disabilities Together in a Meaningful Way. Among other things, workshops with the so-called “Potential Pioneers.” The “Potenzial Pioniere” are an agency that brings inclusion to life and raises awareness about accessibility and social participation through personal stories, workshops, and events. Joint events and inclusive recreational projects foster personal connections that traditional awareness-raising efforts rarely achieve.
People share stories about their own crises, setbacks, and the journey back to a self-determined life. These experiences change perspectives. They reveal barriers that many were previously unaware of, while at the same time highlighting the potential of people whose abilities are often underestimated.
It is precisely these firsthand experiences that ensure that diversity does not remain an abstract concept, but rather Part of one's own way of thinking will be.
Change rarely begins with a grand strategy. Most of the time, it starts with just a few committed people.
It was no different at R+V. What started as a single idea initially grew into an inclusive event, and later gave rise to further initiatives, collaborations, and projects. At first, some colleagues still had to be persuaded to get actively involved. But with every visible success, there was a domino effect: More and more employees came up with their own ideas and helped shape the culture on their own.
This pattern can be applied to virtually any change initiative. In the long run, people are less likely to be persuaded by appeals than by positive experiences. Those who see that a new way of working is effective and meaningful are much more likely to adopt it in a sustainable way.
At R+V, cultural development is therefore explicitly viewed as a marathon. Values are not created in just a few workshops, but grow over the course of years through consistent example-setting.
The same approach is evident in the selection of personnel as well.
While in the past, straightforward career paths and perfect grades were often the main focus, other qualities are becoming increasingly important today: a willingness to learn, empathy, resilience, and the ability to understand people from different backgrounds.
Unusual Life Paths can therefore also be a valuable resource People who have overcome setbacks or have had a wide range of experiences often bring perspectives that enrich teams and strengthen customer relationships.
This way of thinking also changes the role of leaders. Their job is not simply to select people who are already fully developed. It is to recognize potential and support people as they grow. Encouragement and challenge go hand in hand.
Perhaps the most important insight from R+V's practice is: Culture Emerges not on purpose, but through action.
If you want to promote diversity, you don’t have to wait for large budgets or extensive programs. Often, the first step is enough: reaching out to social organizations, getting to know people outside your own bubble, or creating opportunities for employees to have new experiences.
Conversations lead to relationships. Relationships lead to networks. And from these networks, ideas emerge that can transform entire corporate cultures over the long term.
The experiences of Daniel Auer and R+V show that inclusion is much more than just social responsibility. It is a A Tool for Better Collaboration, stronger teams, and a more open culture of innovation. Companies that understand this connection aren't just investing in a positive work environment; they're investing in their own long-term viability.
As part of our podcast "MutOffensive," we're talking with various partners in our ecosystem in the current season about how collaboration, innovation, and transformation work in practice. A new episode is released every week.
You can listen to the full episode of the podcast on this topic for free right here!
