Equality and diversity must be legally implemented in the world of work. In addition to the established core dimension of ‘gender’, other group-related aspects are increasingly coming to the fore, producing reflexive and strategically used gender and diversity knowledge. They lead to comparatively classical but also new negotiation processes and conflicts that can develop a considerable dynamic of their own. In a figurational-sociological perspective, the recapitulated case studies make visible the interactions of intentional organisational action on the organisational culture that are peculiar to the sociology of knowledge and processes. They sometimes produce unplanned effects that meanwhile reveal more complex conflicts about recognition and participation at new levels of power play—also for the subjective perceptions of the acting persons.