Difference distribution from diversity of human resources

Management of differences has become an important element that provides sustainability and competitive advantage to institutions in today's business world. Differences such as age, gender, disability, sexual orientation and ethnicity are handled differently in institutions. This situation directly affects employee commitment. It also plays a decisive role in institutional performance. Effective management of differences is not only a legal requirement but also a strategic imperative. In this research, the perspectives of human resources managers working in Isparta on diversity management were examined. In the study conducted within the framework of the phenomenological design, qualitative research method was used and semi-structured interviews were conducted with 25 human resources managers. The obtained data were analyzed through the MAXQDA 2020 program and divided into codes and themes. The research results revealed that although age differences increase information sharing, they can lead to conflicts due to lack of communication. Although it is stated that female employees contribute to cooperation and innovative processes, it has been determined that they are not sufficiently represented in leadership positions. Although there is awareness about the participation of disabled individuals in the workforce, it has been observed that sufficient support and arrangements are not provided at the institutional level. It has been determined that there is tolerance at the individual level regarding sexual orientation, but that policies supporting this situation at the institutional level are not sufficient. As a result, it has been observed that diversity management offers various advantages to institutions, but lack of institutionalization and practices not based on merit limit the process. In this direction, it is recommended to adopt an inclusive management approach, implement policies that increase awareness, and develop equality-based institutional arrangements. Keywords: Diversity Management, Diversity, Human Resources, Phenomenology, Qualitative Research