Promoting These Forms of Diversity May Help Your Company Thrive

The demand for a varied workforce is growing, which underscores the importance of understanding the concept of diversity. While diversity in the workplace typically refers to a mixture of ethnicities, it is crucial to examine the four primary facets of diversity: race, personal background, social status, and perspective. By considering these different aspects, companies can guarantee that their workforce is truly diverse.

The key to success for businesses is to maintain a diverse team. This approach can result in greater creativity and productivity, enabling companies to attract and retain talented employees while controlling costs. Additionally, such diversity can expand the customer base and ultimately yield profits. In light of these benefits, it is crucial for businesses to keep their doors open to people from all walks of life.

This blog post will delve into the four key facets of diversity and offer tips for businesses on fostering an inclusive workplace that values all employees.

Individual Characteristics

Innate attributes of individuals, such as race or ethnicity, birthplace, age range, sexual orientation, and cognitive or physical abilities comprise internal diversity. These qualities are inherently fixed and cannot be altered by the individual.

To cultivate a diverse and inclusive workplace, managers should avoid making assumptions that rely on racial stereotypes. Although two individuals may share the same ethnicity, their cultural backgrounds and values could be vastly different. For example, two people of Asian descent may have been brought up with diverse experiences and beliefs. Such prejudices and stereotypes based on ethnicity have no place in the modern workforce.

Companies that strive to promote diversity and inclusivity in the workplace may want to invest in training programs that educate their employees about identifying and preventing unconscious biases. It is essential to have a zero-tolerance policy in place to make it clear that no form of bias will be tolerated. Moreover, forming groups specifically for women, individuals of Asian heritage, and LGBTQI+ individuals within the larger organization can encourage a more inclusive culture.

Personal Experience

External diversity encompasses an individual’s educational background, physical characteristics, geographic location, family structure, religious views, and socio-economic status.

Employers must acknowledge that an inclusive corporate culture that acknowledges and values the diverse cultural backgrounds of their employees is critical to a successful business. To achieve this, they must create a cohesive corporate identity that accommodates various expectations, speech patterns, dietary preferences, and world views. Employers who do so recognize and honor the diverse viewpoints of their employees.

By accommodating diverse cultural requirements, businesses can attract a broader pool of qualified applicants. For example, certain religious practices may require time off or specialized medical care. By accommodating these needs, both the employer and employee benefit.


The term organizational diversity is frequently used to describe the various individual characteristics and perspectives that form a cohesive, successful team. This concept encompasses factors such as job role, workplace, salary, and length of employment.

To promote more equitable and diverse workplace practices, addressing pay discrepancies is crucial. Research shows that individuals from different racial backgrounds, as well as men and women, are paid differently in the workplace. A truly diverse and inclusive organization must address issues such as the gender pay gap, where women are often paid less than men for the same job roles, as noted by Vantage Circle, an employee engagement expert.

To promote diversity in the industry, it is crucial to identify and offer support to emerging leaders from a broad spectrum of backgrounds, especially those who have been historically excluded. As noted by Ideal, a diversity consulting firm, L’Oréal has made it a priority to cultivate a diverse workforce by promoting and empowering individuals from a range of demographics.


Unique perspectives offer another form of diversity, which can comprise individual convictions, political beliefs, areas of expertise, and outlook on life.

Employees’ personal interests can either create divisions among those who do not share the same hobbies, or foster positive relationships. Encouraging colleagues with similar hobbies and passions to connect and discuss these topics in the workplace can be beneficial. For instance, individuals who enjoy cooking may collaborate to plan a menu for a work event that showcases dishes from a diverse array of cultures.

Individuals tend to associate with others who share similar viewpoints, making it difficult for businesses to access this group. Nevertheless, promoting a diverse range of perspectives can strengthen organizations. A company’s ability to foster innovation and creativity is directly tied to the variety of viewpoints contributed by its employees.

Considering Intersectionality

Peakon, a workplace consulting firm, recently highlighted in a blog post that promoting diversity entails ’embracing the entire spectrum of human experience.’ It’s crucial to recognize that each person in the workplace is likely to possess one or more unique characteristics that distinguish them from their peers, coined as ‘intersectionality.’

Intersectionality adds an extra layer of complexity to the goal of promoting diversity and including the four main categories of variety. Rather than being confined to a certain way of thinking, organizational leaders should embrace the unique perspectives and abilities that their employees collectively bring.

In a blog post on the Peakon website, the concept of intersectionality is presented as a means for businesses to integrate multiple aspects of diversity into their initiatives. By recognizing that “social categories (such as gender, race, and culture) are interconnected, and that each individual is subject to overlapping systems of discrimination,” companies can develop policies that account for multiple forms of diversity, including those that intersect.

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