Abstract

The prevalent rule-based perspective on diversity management renders most diversity initiatives more or less uniform, and it therefore also renders the individual in charge of these initiatives replaceable. Against this background, this article argues that an ethical realignment towards a virtue-based perspective, focusing on the diversity manager him- or herself, could help rethink diversity management, and to refashion it into a more impactful shape. The virtue in question is the Aristotelian notion of the virtue of practical wisdom. Making their practical wisdom a selection criterion for the recruitment process is a first step in the direction of upgrading the concept of diversity management. However, it is also important to adjust their working conditions, the design of their role, as well as their autonomy and performance evaluations in a way that allows them to develop, maintain, and practice this phrónēsis.