Abstract

Founded in the second half of the twentieth century, the young European Union was driven by the experience of two world wars which had devastated big parts of Europe and traumatized its population. For some decades its peace-building impulse kept the organization going. After the fall of the Iron Curtain the idea of a common market remained the dominant motivation of the EU. However, the Union’s enlargement in the early 2000s to include almost 30 member states rendered it a highly diverse organization, without sufficiently adapting its structures and processes to this dramatic change. Since neither the insistence on homogeneity and discipline, nor old forms of nationalism, offers an adequate answer to these crises, I present a diversity management model, to characterize, examine and understand the EU’s diversity problems and the kind of solutions or directions of change that may be drawn from it.