Layers of Diversity in the Workplace

Organizations should be aware of four distinct “layers” of diversity. Taken together, these four dimensions provide a comprehensive picture of workplace diversity for everyone in the workplace. All subsequent types of diversity will fall into these four dimensions.

Internal Diversity in the Workplace

Internal differences refer to things that people are born with. Age is a good example in terms of internal differences. After all, your birthday is your birthday forever. Race, ethnicity and ethnicity are some examples of internal differences.

External Diversity in the Workplace

Think of external diversity as an element of humans over which they can exercise some control as their lives progress. Appearance is a great example of external diversity, as is where people choose to live, their educational background, and their spiritual or religious beliefs.

Organizational Workplace Diversity

Diversity in an organizational workplace encompasses all the different titles, functions and experiences that come with working in a company. Positions, functions, and responsibilities all fall into this category, as do workplace locations, management status, departments, and so on.

Worldview and Personality-Related Diversity

This particular category refers to the elements of our personality and worldview that we develop in our lives, which are shaped by experience and other factors. A person’s specific political beliefs would fall into the “worldview and personality-related diversity” group.

Different types of diversity in the workplace

Age diversity

Organizations must pay close attention to age diversity in the workplace. Ageism in the workplace is a very real thing; many organizations may believe that older employees do not have the technical knowledge to do certain jobs (or the willingness to learn new skills), or that younger employees may not have the attitude, ability to work, or Personality basis. Instead, when it comes to workplace diversity and inclusion training, organizations should be open to people of all ages; the different skills and life experiences that people of all ages bring to the workplace can be valuable in many ways for a variety of different roles.

Generational Diversity

Parallel to “age diversity” is the generational diversity of today’s offices. Incredibly, today’s workplace can see members of five different generations roaming the hallways (or on different Zoom calls).

Each of these generations has its own unique characteristics, skill sets and personalities that they bring to the workforce. Balancing organizational structures with a mix of employees from different generations is the key to ensuring success and simplifying collaboration.

Gender diversity

As we explored in an earlier example, gender diversity is critical to building overall diversity in the workforce—and, as the numbers show, is critical for a high-performing organization. Moving away from outdated, male-dominated workforce biases and taking proactive steps to welcome all genders into every level of an organization—from entry-level individuals to leaders—can have a hugely transformative impact on an organization.

Gender Identity and Designated Gender

Gender identity refers to where a person falls on the gender “spectrum”, from cisgender (identifying with their “designated sex” from birth) to gender fluid (not identifying with a particular gender) and many other possibilities. This glossary from the Human Rights Council provides some useful definitions, along with several other useful TED talks on the subject. Welcoming and supporting people with different gender identities is another important factor in creating diversity in the workplace.

Race and ethnicity

Considering racial differences in employees and racial differences in employees? These two words are different. The race is usually based on biology and physical characteristics, such as skin color or hair color. Race is associated with cultural expression and identity. True diversity in the workplace welcomes people of all races and ethnicities, bringing their unique experiences and expertise into successful and cohesive employees.

Geographical location

Opening up your workforce to individuals from diverse geographic locations is the cornerstone of workforce diversity. good news? With the proliferation of virtual collaboration and work-from-home practices, it’s easier than ever to get perspectives, ideas, ideas, and strategies from individuals working in different parts of the country (or in different parts of the world).

Language and accent

Did you know that there are more than 6,500 languages in the world today? Helping break down language and accent barriers and bring in people who may not sound like everyone else in the organization is critical to the comprehensive workplace diversity that modern companies seek.

Religion and Spiritual Beliefs

A person’s religious and spiritual beliefs can be an important part of their makeup. Creating a diverse and inclusive work environment that welcomes individuals of different religious affiliations can create a harmonious and productive workplace – especially important in a country where the population has multiple religious and spiritual beliefs.