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Purpose: The organisational environment enterprises operate in is constantly changing. Organisations and whole industries seek new ways of achieving competitive advantage and becoming innovative. Additionally socio-demographic changes like population ageing, migrations force organisations to adapt their management styles. One of the possible solutions for those challenges is diversity man-agement. The main goal of this paper is to identify the intersections between diversity management and human resources management in organisations and in consequence to determine where in the organisations’ structure and strategy diversity management is being implemented in the analysed organisations. Design/methodology/approach: For the purpose of this paper tele-phone-depth-interviews (TDIs) with representatives from companies implementing diversity management were conducted. The enterpris-es were chosen through purposive sampling. The organisations were firstly screened for implementing diversity management through an analysis of their websites and reports. The organisations imple-menting diversity management and informing stakeholders about it through their websites and reports were further included into the study. The respondents chosen for the TDIs were representatives of the organisations responsible for diversity management or indicated by the company itself as the most competent to give information about the diversity management related actions of organisations. Findings: The conducted research suggests that analysed organ-isations implement a wide range of possible HR approaches to diversity management from diversity enlargement, implemented by most of the organisations through a special diversity orient-ed recruitment process, diversity sensitivity achieved mostly through diversity trainings, diversity audit realized through social and diversity indicators and reporting to the strategy for achieving organisational outcomes implemented by single organ-isations through developing a horizontal approach to diversity management. Research and practical limitations/implications: For the pur-pose of this paper a qualitative research approach was chosen. Therefore, the presented results are not representative, but, due to the fact that only a few organisations in Poland implement diver-sity management, the entities interviewed for the purpose of this paper can be treated as flagships of this strategy in Poland and as a kind of good practices. Originality/value: The paper examines the intersections between diversity management and human resources management in select-ed Polish organisations. Due to the fact that diversity management is not a widespread approach in Polish organisations, the paper gives insight into the exiting solutions of implementing it and combining it with human resources management. Paper type: research paper.

Intersections Between Diversity Management and Human Resources Management in Polish Enterprises