You probably hear the word diversity thrown around several times a day in the workplace. But what does diversity actually mean? The truth is that diversity itself is diverse. In a social context, the definition of this word has a variety of meanings. To explore further, here are 8 different types of diversity that you should keep in mind when fostering DEI and diversity training in the workplace.
Race is one of the first types of diversity that people think of because it’s so visible. Although race is widely considered a social construct by science, it allows people to group each other based on their physical appearance. A few general examples of race include Asian, Black, Latin, and Caucasian/White.
Religion is another type of diversity that highlights the various spiritual belief systems that may be present in a group. Discover more interfaith observances and events with our 2023 Interfaith calendar
Cultural diversity relates to how people’s heritage and culture of origin might shape their outlook. Everyone has unique cultural diversity based on communal values and the society in which they were raised. Examples of cultural diversity include Chinese, German, Mexican and many more.
Sexual orientation is one’s identity concerning the gender(s) that they’re sexually attracted to. They may identify as heterosexual, lesbian, gay, bisexual, pansexual, asexual, questioning, etc.
Looking to foster a sense of inclusion at the workplace? Explore our LGBT Training in the Workplace
Gender is a social construct that includes the norms, behaviors, and roles associated with men and women. We communicate gender in a variety of ways in society — in our dress, movement and hairstyle, as well as the way we interact with others. However, there are now newer views on gender that expand this identity beyond just men and women, allowing people to identify as gender fluid, transgender, genderqueer, etc.
This can also be referred to as generational diversity in the workplace. Age diversity is present when there are people of different ages working together, including Millennials, Gen Z, Boomers, Gen Xers, etc. Age is a key factor that impacts how people relate to one another.
People with Disabilities
This type of diversity includes those with disabilities or chronic conditions. These conditions could range from mental to physical. To include anyone with these conditions, companies must make reasonable accommodations to help individuals with disabilities integrate into the workplace.
Mental health refers to an individual’s emotional, psychological, and social well-being. It impacts how someone thinks, feels and acts. It’s also a critical type of diversity to address in a workplace setting because it impacts employee performance.
Diversity isn’t just the physical features that are easy to identify on the surface. And inclusion is more than just ensuring people with diverse appearances feel included. Inclusion is about celebrating people’s differences in background, religion, sexual orientation, and much more. One ways to achieve this, 365, is to align your company calendar with a diversity calendar.
What is diversity and inclusion in the workplace?
Diversity and inclusion in the workplace refer to creating an environment where people from various backgrounds, such as different races, ethnicities, genders, sexual orientations, abilities, and ages, feel welcome, valued and respected. Diversity acknowledges the existence of differences among employees, while inclusion ensures that these differences are embraced and integrated, allowing everyone to contribute their unique perspectives and talents to the organization.
What are the benefits of diversity?
Diversity brings many advantages to an organization. Firstly, it enhances creativity and problem-solving by incorporating a wide range of perspectives and ideas. Secondly, diverse teams are better equipped to understand and serve diverse customer bases. Thirdly, it boosts employee morale and engagement, as people feel valued and included, leading to higher job satisfaction and retention rates.
Why is diversity and inclusion important in the workplace?
Diversity and inclusion is crucial in the workplace because it creates a positive and equitable work environment where all employees can reach their full potential. By embracing diversity, organizations can access a broader talent pool and attract top candidates from different backgrounds. Inclusive workplaces also promote collaboration, reduce discrimination, and encourage open communication, leading to higher levels of employee engagement and teamwork. Additionally, a diverse workforce reflects the society it serves, strengthening the organization’s reputation and relationship with its customers and communities.
How to accommodate diversity in the workplace?
Accommodating diversity requires a comprehensive approach. Firstly, create inclusive policies that prevent discrimination and promote equal opportunities. Secondly, providing diversity and inclusion training. Thirdly, creating employee resource groups can offer support and a sense of community to underrepresented groups. Lastly, encouraging open communication and feedback from employees about their experiences can help identify areas for improvement.
What is cultural diversity in the workplace?
Cultural diversity in the workplace refers to the coexistence of employees from various cultural backgrounds, including different customs, traditions, languages and beliefs. Embracing cultural diversity means recognizing and respecting the uniqueness of each culture while promoting collaboration and learning among employees. This inclusive environment enables everyone to share their cultural experiences, enriching the organization as a whole.
How to manage cultural diversity in the workplace?
Effectively managing cultural diversity involves creating an inclusive culture that celebrates differences and promotes intercultural understanding. Organizations can achieve this by providing cultural competence training to employees, which enhances their ability to communicate and collaborate across cultures. It’s crucial to establish clear policies against discrimination and create a workplace culture that actively values diversity. Additionally, promoting diverse leadership can ensure that the organization’s actions align with its commitment to cultural diversity.