This article provides an overview of the opportunities and risks of Diversity Management. It also attempts to close the research gap that results from the interrelationship between Diversity Man-agement and the War of Talents. The thesis is that the full benefits of Diversity Management in the War of Talents can only be real-ized if an appropriate diversity strategy has been established and communicated. Through teleological and historical perspectives as well as causal research of the topics and inter-faces, research questions will be answered and research gaps will be closed. The article thus pre-sents the essential theories on the significance of Diversity Management in the War of Talents. Mutual dependencies can thus be identified in order to assess the impact of Diversity Manage-ment. The bottom line is that diversity efforts must be concentrated and qualitative. A solid strategy forms the basis for this. However, external, non-operational influences are also of decisive im-portance for successful Diversity Management.

The savant syndrome is a syndrome that is associated with certain cognitive disorders and is as-sociated with limitations but also with individual significant abilities. The nature and expression of the syndrome is very heterogeneous, which means that many facets of the syndrome have not yet been researched. The object of the study described below was to approach the research gap on the topic of "work and employment" in particular with initial results, since up to now both topics have only been adequately researched in isolation. In doing so, the influence of the profit orienta-tion of organisations on the employability of savants was investigated. Correlations between non-profit organisations and companies with other parameters such as the implementation of a company health management or the general employment of severely disabled people could al-ready be proven in previously conducted studies. The method used was a quantitative survey of 465 dependent employees. The ability to integrate was expressed by a total score, which was an additive index consisting of the dimensions strengths, weaknesses and framework conditions. Although the proportion of severely disabled employees is higher in the public sector and compa-ny health management is also partly obligatory, no significant differences in the employability of island gifted people could be found compared to the free economy.