The Diverse Workforce
The Diverse Workforce
DIVERSITY 101
Prepared by: Raul Caudilla Jr.
What exactly are diversity and inclusion?
•Diversity is a term that refers to the variety of different
perspectives represented on a team. While diversity is related to
race and social justice issues, they are facets of a larger
conversation. The term represents a broad range of
experiences, including gender, sex, socioeconomic background,
upbringing, religion, education, sexual orientation,
gender identity, ethnicity, neurodiversity, and life experience.
•Inclusion, on the other hand, means that every individual
should have an equal opportunity to access education,
resources, opportunities, or any other treatment based on the
qualities that make them unique.
• Essentially, diversity and inclusion is a conversation about
rewriting implicit bias — rooting it out wherever it exists and
challenging the idea that different means inferior.
•The United Nations recognizes over thirty
characteristics that represent diversity, but in truth,
there are many more than that. Some are visible and
some are not. Still, others are immutable parts of who
we are, while some change many times over the
course of our lives.
• Broadly speaking, there are four types of diversity:
internal, external, organizational, and
worldview.
1. Internal diversity: Internal diversity refers to any trait or
characteristic that a person is born with. These might
include sex, race, ethnicity, gender, sexual orientation,
nationality, or physical ability. You may recognize many of
these as protected characteristics — that is, attributes
specifically covered under the
Universal Declaration of Human Rights.
2. External diversity: External diversity includes any
attribute, experience, or circumstance that helps to define
a person’s identity — but is not something that they were
born with. Examples include socioeconomic status,
education, marital status, religion, appearance, or
location. These characteristics are often influenced by
others and may change over time. They’re considered
external since they can be consciously changed.
3. Organizational diversity: Differences in job
function, work experience, seniority, department, or
management level are referred to as organizational
diversity. Often, entire departments or levels of a
company can be homogeneous — that is, everyone
looks the same, comes from the same background, or
has the same experience.
4. Worldview diversity: Finally, worldview diversity
encompasses a broad range of beliefs, political
affiliations, culture, and travel experiences. Our
worldview, or our perspectives, contributes to an
innovative, inclusive work environment that is forward-
focused. Anything that influences the way we interpret
and view the world is part of worldview diversity.
LAYER OF DIVERSITY
What is diversity in the workplace?
•The definition of diversity in the workplace goes further than having
representation from different races. While it is crucial for any
organization to develop a team with ethnic diversity, focusing on just
one characteristic can quickly begin to seem inauthentic. In fact, it
may further isolate members of that community, especially when that
diversity is thought of only as a visible or superficial identifier.
•Truly diverse and inclusive leaders and organizations don’t just have
people that “look like” members of an underrepresented group. They
pay attention to — and value — the differences that we can’t see, like
economic background, immigration status, neurodiversity, and
education.
•Diversity in the workplace means having a workforce inclusive of
different backgrounds and national origins. It means gender,
socioeconomic, and cultural diversity — and beyond. It also means
that the organization fosters a sense of belonging that makes
everyone feel like they are part of the team.
Examples of diversity in the workplace
4. Improved decision-making
•When teams consist of diverse individuals, decision-making processes
are enriched. Diverse perspectives enable a more comprehensive
analysis of problems and a consideration of different viewpoints. This
can lead to better-informed decisions and minimize the potential for
groupthink.
5. Enhanced problem-solving
•Diverse teams can effectively tackle complex problems. Different
backgrounds and experiences offer alternative approaches to problem-
solving, resulting in more robust and effective solutions. Diverse
perspectives challenge assumptions and encourage critical thinking.
•6. Expanded market reach
•A diverse workforce can better understand and cater to diverse
customer bases. When employees reflect the diversity of customers,
they can offer insights into different cultural preferences, needs, and
expectations, leading to improved products, services, and customer
experiences.
•7. Increased employee engagement and retention
•Inclusive workplaces that value diversity foster a sense of belonging
and create an environment where employees feel respected and
valued for their unique contributions. This inclusivity boosts
employee morale, satisfaction, and engagement, ultimately
increasing retention rates and reducing turnover.
•The Diversity and Inclusion Study conducted by Glassdoor found
that
76% of job seekers consider diversity an important factor when consi
dering job offers
.
8. Enhanced employer brand reputation
•According to LinkedIn's Global Recruiting Trends 2018 report,
78% of companies surveyed cited diversity as a key driver of their employer
brand
. Organizations that prioritize diversity and inclusion cultivate a positive
reputation, both internally and externally. They become more appealing to
potential employees who seek inclusive work environments, and customers
often prefer to support companies that demonstrate a commitment to
diversity and equality.
4. Transparency
•Don't try to build diversity on your own. Be transparent about your efforts
and ask your teams for help. One person can't see or fix everything by
themselves.
•Consider implementing regular meetings and feedback devices where
your team can report on what they see, and what needs to be improved.
They can then discuss in a neutral space any concerns they may have. Be
sure you follow up by acknowledging their concerns and implementing
meaningful changes.
•5. Allyship
•Social justice issues are prevalent, and organizations can’t
be quiet about where they stand. There's possibly no faster way to lose
the trust of your people than by putting out a statement that isn't reflected
in their day-to-day experience.
•Take an unequivocal stance against racism, discrimination, sexism,
prejudice, and harassment. These are human rights issues, not limited to
special interest groups. Building an environment where people feel safe
and valued means standing up for their rights.
•6. Be vulnerable
•A diverse workforce means diversity of thought. Ask people to contribute
to the discussion, especially if they haven't spoken up before. Remember,
when a conversation becomes too homogeneous (in other words, when
there is groupthink) it becomes harder for people to speak up with
dissenting opinions.
•Play your own devil's advocate and discuss the pros and cons of your
own ideas. This will demonstrate that you are interested in the best idea,
not just the most popular one.
•7. Do the research
•Share the benefits of diversity with your team. Research
continues to be done on the benefits of a diverse workplace.
Across the board, employees are happier, healthier, stay
longer, and produce more when they feel respected, valued,
and included. Inclusivity builds trust within an organization.