why diversity in the workplace is important essay

APPLY NOW   --> REQUEST INFO

Apply Today

Ready to apply to Penn LPS Online? Apply Now

Learn more about Penn LPS Online

Request More Information

DEI in the workplace: Why it’s important for company culture

What is diversity, equity, and inclusion in the workplace?

Diversity, equity, and inclusion, or DEI, in the workplace refers to policies and procedures that encourage representation and participation of people of different genders, races, ethnicities, religions, ages, sexual orientations, disabilities, and classes. However, it’s not enough to simply hire a diverse workforce. Rather, it’s also important that all employees have equitable access to salary and benefits, resources, and advancement opportunities, and to have a voice within their teams and organizations at large. The great thing about creating diverse, equitable, and inclusive work cultures and environments is that they are mutually beneficial to both employees and employers.

Why is it important to have diverse and inclusive workplaces?

Creating a diverse and inclusive workplace culture is important because it has a positive impact on everything from employee recruitment and loyalty to innovation and performance.

According to research from the Diversity Wins: How Inclusion Matters report by McKinsey & Company, there are three fundamental indicators of inclusion in the workplace: equality, openness, and belonging. Equality refers to fairness and transparency in pay, recruitment, promotion, and access to resources. Openness refers to a workplace culture where people are treated with respect and without bias, discrimination, or microaggressions. And belonging refers to a sense of community that encourages people of all backgrounds to feel free to share their insights and talents—and to know that their input is valued by coworkers, managers, and their organization.

Read on to explore the many ways DEI can help workers and companies thrive.

Boost creativity and innovation

When people of different cultural backgrounds and levels of expertise collaborate, it can help boost innovation and creativity within an organization. Because of their unique experiences, perspectives, and knowledge, diverse teams are more likely to bring pioneering ideas to the table than are more homogenous groups. A Boston Consulting Group study found that companies with above-average diversity in their leadership teams reported innovation revenue at rates 19 percentage points higher than those with below-average diversity in management.

Build a reputation that attracts talent and customers

Companies that become known for embracing a diverse, equitable, and inclusive work culture not only open their potential talent pool—and their ability to attract the best of the best—they also benefit from the potential to better relate to and win over diverse customers. It’s easy to understand why diverse teams may see a competitive advantage when they share similar perspectives and cultural touchpoints with their client bases. Consequently, it may also be easier for these employees to appeal to and promote their products or services to potential clients that also come from diverse backgrounds more effectively.

The Great Resignation during and following the COVID-19 pandemic illustrated that workers are reassessing both their levels of job satisfaction and what they are looking for in an employer. It’s become clear that companies who want to continue to recruit the best talent in their respective industries will need to know how to appeal to the next generation of workers. According to the Deloitte Global 2022 Gen Z & Millennial Survey , along with pay, work/life balance, and development opportunities, this demographic also looks at the societal and environmental impact (including diversity and inclusion) of prospective employers. The report also notes that 52% of Gen Zs and Millennials are not satisfied with their current organization’s progress in creating a diverse and inclusive workplace. So there continues to be a lot of work to do.

Create a culture of trust

As mentioned above, creating a culture of belonging and trust among employees is paramount to leading a successful organization with a healthy workplace culture. According to a research-driven 2021 analysis by McKinsey & Company on the Black American experience at work, there is a significant trust deficit between organizations and their Black employees. To that end, Black employees were more likely than white employees to report that they often don’t feel that their employers value and embrace diversity, allow them to be their full selves, or reward them fairly for their work.

To build a work environment where everyone feels safe to express themselves, leaders must actively set a tone of honest discourse and reach out to diverse employees from a place of vulnerability. Although it’s not always an easy pursuit, leaders need to be willing not only to listen to people’s personal experiences with racial injustice or other forms of discrimination but also to risk saying the wrong thing in response. This includes being open to hearing and adapting their words and actions to reflect constructive criticism. This kind of openness to vulnerability is essential to building real connections and a sense of emotional safety between employees, colleagues, and management.

If you want to learn more about how to understand social differences in contemporary America and develop an intercultural perspective on language to help you communicate more effectively with diverse coworkers, direct reports, or clients, then SDEI 1100: Introduction to Social Difference in American Society and ICOM 1000: Intercultural Communication are worth noting. In the former, you’ll take a sociological approach to critical issues, including racial, class, and gender inequalities, to gain a nuanced understanding of how they affect people on a micro and macro level. In the latter, you’ll focus on key concepts of intercultural practices, reflections, and strategies to gain a foundation for understanding how to engage meaningfully with speakers of other languages and cultures.

Encourage employee retention

It is expensive and time-consuming for companies to replace talented people who leave for other opportunities, and it’s also bad for employee morale. To improve employee retention, organizations should increase their efforts to build a work culture based on DEI. According to data from the CNBC/SurveyMonkey Workforce Happiness Index , a large majority of those surveyed (78%) say it’s important to work at a company that makes diversity and inclusion a priority, and more than 50% consider it to be “very important.” And, interestingly, employees who were satisfied with their employers’ DEI efforts scored higher on the happiness index and reported greater satisfaction with their pay and opportunities for career advancement.

For further proof of the importance of values to many of today’s workers, the Deloitte survey found that this key demographic of the global workforce may be willing to turn down jobs if they don’t align with their sense of purpose and personal ethics. Gen Zs and Millennials who report being satisfied with their employers’ social and environmental impact—and their attempts to create an environment that celebrates diversity and inclusivity—also said that they are more likely to want to stay with their current organization for more than five years.

If you’d like to learn how power structures may impact our personal and professional lives, from institutional frameworks governed by laws to organizational relationships shaped by individual actions, add SDEI 2000: Organizational and Institutional Power to your potential course list. Develop your critical thinking skills as you explore how some of these structures are designed to offer open and equitable social benefits for diverse populations, while others are a part of systems that obfuscate their detrimental effects on historically marginalized groups. And participate in simulations that emphasize the “power maps” we navigate across social landscapes, including professional environments, on a daily basis.

Empower people to reach their full potential

A final important benefit of a diverse, equitable, and inclusive work culture is that it creates an environment that empowers employees. When companies embolden their employees, it helps to nurture connection, build loyalty, and support workers in giving feedback that fosters positive change within the workplace. According to data from the Deloitte survey , Gen Zs want to work for companies with less rigid hierarchies, where they can voice their ideas openly and participate in shaping a more inclusive work environment. And of the workers surveyed who felt empowered by their organizations, close to 90% reported feeling a sense of belonging with their employers.

Research also supports the premise that a diverse and inclusive workforce can have a positive impact on performance and profitability. According to findings from McKinsey & Co’s report , companies that had the most gender-diverse executive teams were 25% more likely to see above-average profitability than peer companies with the least gender-diverse management teams. And the higher the representation of women, the higher the likelihood of greater performance. Additionally, in the case of ethnic and cultural diversity, companies in the top quartile outperformed those in the fourth by 36% in profitability.

There’s a strong case to be made that diverse and inclusive work environments that empower employees ultimately result in companies that achieve success—whether that’s in profitability, employee loyalty, a work culture that gives everyone equal opportunity to flourish, or all the above.

Learn more about social difference, diversity, equity, and inclusion

Are you ready to develop the critical and analytical competence to identify and address structural inequities such as systemic racism, sexism, classism, queerphobia, xenophobia, and other forms of discrimination?

The Certificate in Social Difference, Diversity, Equity, and Inclusion at Penn LPS Online provides research-based strategies and approaches to advance equality, equity, and inclusion and effect meaningful change in your personal and professional communities. By the end of this 4-course Ivy League program, you’ll emerge with the skills and knowledge to confidently tackle the continuing real-world consequences of structural inequalities that deny marginalized groups access to resources and opportunities.

The Certificate in Social Difference, Diversity, Equity, and Inclusion also prepares you to:

• Discuss the complex intersections of race, class, sexuality, and gender using frameworks that help others realize social justice in specific organizations or communities
• Obtain a fluency and comfort level with the vocabulary of social difference, diversity, equity, and inclusion
• Identify and contextualize difference and structural bias within diverse professional environments
• Analyze how technologies can both reinscribe historical inequities and, at the same time, help us challenge structural inequalities in society
• Develop strategies that bolster psychological safety, openness, and accountability across diverse communities
• Practice methods of civic engagement that support coalition-building and social movements to address social injustice issues

Eager to get started? If you haven’t yet done so, complete your enrollment today to embark on your Ivy League educational journey at Penn LPS Online. And view our course guide to see the full list of offerings available in any upcoming term.

Need to start saving with a new ATS? Learn how to calculate the return on investment of your ATS Calculate ROI now

• Inside HR |
• Stories & Insights |
• Diversity & Inclusion |

Diversity in the workplace: why it matters and how to increase inclusion

Diversity in the workplace refers to the coexistence of individuals with varying characteristics, skills, and traits. It's crucial to pair diversity with inclusion, ensuring equal opportunities throughout the employee lifecycle. A diverse workforce brings unique perspectives, fostering creativity, innovation, and better product development.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

We live in interesting times. The Black Lives Matter and #MeToo movements, the global rise of immigration, and large-scale political changes such as Brexit and the election of Trump, shed light on – previously overlooked – minority groups and draw our attention toward equal rights, racism, feminism and socio-economic disparities.

The workplace is not unaffected by all this. Calls for greater diversity in the workplace have increased exponentially. Now is the time for HR professionals to focus on diversity in the workplace and reinforcing inclusion not just in words, but in practice. Many are expecting to see results.

But what exactly is diversity in the workplace?

Diversity is the coexistence of people with different characteristics (e.g. race, age, gender, sexual orientation), skills and personality traits. For example, at work, we can talk about a diverse team when employees come from various cultural, academic and professional backgrounds and when there’s a balance in gender, age and race. You can find more examples in our diversity in the workplace definition .

You can’t build diverse teams, though, without pairing diversity with inclusion . Nor have you “won” if you now have a diverse team, because equity and inclusion are where the real work begins. Employees feel included in their workplace when they have equal opportunities during the entire employee lifecycle: from the way they’re treated during the hiring process to how they’re being managed, trained, evaluated and promoted.

But this can’t happen automatically. To build an inclusive workplace, employers must provide those equal opportunities to all potential and existing employees. They should also revisit and improve their procedures as needed to ensure they’re respectful to all people regardless of protected characteristics.

For an inclusive workplace, employers must provide equal opportunities to all potential & existing employees. They should also improve procedures as needed to ensure they’re respectful to all regardless of protected characteristics.

Build inclusive hiring practices

Creating a safe and equitable workplace starts with hiring. That's why we've developed solutions to cultivate inclusivity and support diversity at every stage of the hiring process.

The importance of diversity and inclusion

Why do we care so much about DEI in the workplace, though? And why should we care? Is it simply the right thing to do or are there business gains associated with diversity?

It’s both. When you try to build diverse teams, you fight discrimination in the workplace. You aim to give equal opportunities to all employees – even those (or especially those) in underrepresented groups.

We can better understand the value of diversity in the workplace with some examples of what happens when companies don’t take into account diverse voices. Two diversity in the workplace articles talk about the importance of a diverse workforce when building and testing products:

• a Black person struggles to use an automatic soap dispenser because the light sensor doesn’t detect a dark-skinned hand
• Black women speak up about the extensive hair searches they have to undertake at airports, as body scanners give false alarms due to their natural Afro.

These examples prove that diversity, equity and inclusion is not just about the moral aspect of it; when you add diverse voices in your teams, you learn things you wouldn’t have known otherwise, you build better products and you increase equity in the workplace and beyond.

There are financial benefits, too, that motivate employers to boost their DEI efforts . Diverse companies:

• Reflect societies more accurately. Societies are by default diverse in age, race, gender and socio-economic class. Therefore, organizations with diverse employees are better aligned with the demographics of the area (or areas) where they operate. On a macroeconomics scope, this means that they can better predict – and adjust to – changes in the market and local consumer behavior.
• Speak to a broader audience. People usually relate to those from a similar background. So, when your employees come from various backgrounds, they can understand the needs, interests and pain points of diverse audiences, too. This gives you the opportunity to expand your messaging and promote your products and services to a larger customer base.
• Get more creative and profitable. Diversity doesn’t only refer to protected characteristics. There’s also diversity of thought – that may or may not be a result of different protected characteristics. Employees with different experiences and perspectives can bring fresh ideas and innovative solutions to the table which, in turn, benefit the entire organization.

You can start building a business case for diverse teams for your organization with studies and interesting stats.

Diversity, Equity & Inclusion in action

A quick online search will give you lots of studies and articles on the benefits of diversity in the workplace. And while talking about diversity is a good thing, because it means we’re paying attention, it’s not enough. Let’s take a deeper look at how companies, and particularly HR departments, can actively foster diversity in the workplace.

The legal aspect of diversity in the workplace

To promote diversity at work, there is legislation that protects minority or underrepresented groups from discrimination. There are also regulations that reinforce human rights in the workplace. For example, in many countries, employers can’t fire a pregnant employee and they can’t include age and gender requirements in their job ads unless it’s absolutely necessary or relevant for the role. It’s best to consult a lawyer to ensure that your company complies with all relevant legislation that applies in your specific location.

In the United States, Equal Employment Opportunity Commission (EEOC) is the regulatory body that enforces diversity in every work situation; for example, when employers hire, terminate, compensate, promote, and train employees. For more details, check our guides and learn what you need to do to comply with the law:

• What is Equal Employment Opportunity (EEO)
• EEO guidelines for employers
• How to follow EEOC regulations
• How to file an EEO-1 report
• Why EEO statements fall short

In Canada, the Human Rights Act includes a number of laws and regulations that protect people against discriminatory practices. There are also specific regulations about equal pay and the Canadian Human Rights Commission where employees can file complaints when treated unfairly.

The UK has established a similar commission, the Equality and Human Rights Commission , that provides guidance for employees and employers regarding the Equality Act 2010 .

Finally, the European Union has implemented a series of non-discriminatory directives to reinforce equity across the EU. For example, the Directive 2000/78/EC is about discrimination at work on grounds of religion or belief, disability, age or sexual orientation and the Directive 2006/54/EC provides the framework of equal treatment for men and women in matters of employment and occupation.

Anti-discrimination laws are not here to pose limitations to employers. They exist so that all people have equal opportunities at work. It’s important to have an official, legal context that ensures that companies treat employees objectively and respectfully, because we are all prone to unconscious bias . Also, sometimes for the sake of faster hiring, it’s common to pick candidates based on convenience, i.e. based on arbitrary or even superficial hiring criteria .

In this case, diversity regulations can serve as guidelines for employers who don’t just need or want to be compliant with the law, but try to actively fight all types of discrimination in the workplace. For example, take a look at these illegal interview questions – even if it’s not legally forbidden to ask them in your area, it’s still a good idea to avoid them so that you hire candidates using objective, job-related criteria.

The role of recruiters and HR

While increasing DEI is not one person’s (or one department’s) responsibility, the HR experts can take many actions to build a truly inclusive workplace. That’s because they’re in charge of everything that has to do with the human aspect of the company: from attracting and recruiting diverse candidates to setting the guidelines for fair treatment, management and compensation of all employees to ensure a fully inclusive workplace.

Here’s how recruiters and HR professionals can foster workplace diversity:

• Remove biases from hiring. From gender-neutral job descriptions to targeted, skill-based interview questions, your hiring process should be built in a way that helps you find the best people for the job – not the ones you like the most. Here are some examples from companies that are taking actions to reduce bias in recruiting , plus a few tips to get you started when you aim to create an inclusive work environment .
• Look for areas of improvement. Diversity might not always be tangible, but you can still set some goals and track your progress. For example, what’s the gender ratio at your company and by department? How many of your female employees have a leadership role ? If those numbers are not close to your goals, you might want to invest your energy into increasing diversity specifically in these areas. Rachel Bates, who was SVP of Sales & Marketing at Workable until spring 2020, describes how she successfully built a more gender-balanced sales team , while recruitment expert Matt Buckland, at one point Workable’s VP of Customer Advocacy, advises on how to hire more women in tech , a traditionally male-dominated field.
• Consider the overlooked types of diversity. When we talk about diversity, we mostly refer to race and gender. But there’s more than that. Some examples include age discrimination , bias against employees with disabilities , and rejection of candidates with non-traditional career paths . You should also keep in mind that there’s intersectionality in the workplace, i.e. overlapping biases such as age and gender discrimination . Your DEI efforts should take into account all different types of diversity that exist in your workplace – or that you’d like them to exist.
• Involve all of your team members. A recruiter alone can’t build a diverse company. Picture this: As a recruiter at your company, you might be diversifying your candidate sources and screening resumes with strictly job-related criteria. But if those who’re making the final hiring decision are biased, they could still reject good candidates because, for example, some candidates don’t have a degree from a prestigious school. It’s essential that all employees, no matter their seniority level, understand the importance of diversity in the workplace. Whether it’s through bias trainings or official anti-discrimination company policies , everyone should be aware of expectations, values and appropriate behaviors in terms of mutual respect and acceptance. For example, those who’re involved in recruiting should know how to document interview feedback to help their teams make well-rounded hiring decisions and all colleagues should know what constitutes unacceptable work behavior .

Why oppose diversity in the workplace?

“ I want to hire people I get along with because I know we’ll collaborate better. ”

“ When I’m actively looking to increase the number of female employees at my company, don’t I discriminate against male candidates? ”

“ Things like religious beliefs and sexual preferences have no place in a professional setting – they only bring controversy and distractions from work. ”

These are valid concerns, but not strong enough to dismiss DEI efforts from the workplace. In fact, it’s quite the opposite; it goes back to building an inclusive environment where all employees feel safe and respected no matter their protected characteristics, personal opinions, backgrounds, etc.

You fight the challenges of diversity in the workplace by structuring your interview process in a way that helps you hire on merit (rather than make decisions that lead to homogenous teams) by implementing affirmative action programs to support underrepresented groups when needed, and by setting the framework for approaching controversial topics at work .

Ultimately, you want to create a place where employees are treated equally and there are no privileged and underprivileged groups, and everyone feels included.

Frequently asked questions

Need action and results in your dei initiative.

Find diverse candidates, eliminate unconscious bias while hiring, and measure your impact.

Improve DEI

Related topics

Inside HR | Stories & Insights | Trends |

Exploring the future of jobs and the positive impact of ai.

Inside HR | Stories & Insights | Ask an Expert |

Ai in finance could free up at least four hours per week.

HR Toolkit | Tutorials | Workplace |

Being a great place to work it’s all about human sustainability.

Inside HR | Stories & Insights | Tech & Data |

Anxiety in the workplace: it’s affecting everyone in different ways, new guide: calculate the roi of an ats.

Need to start saving with a new ATS? Calculate the ROI of your ATS with our template.

Popular topics

• Candidate sourcing and attraction
• Working together with others
• Maximizing candidate & employee experience
• Finding & attracting people
• Digitizing work processes
• Ensuring compliance best practices

Let's grow together

Explore our full platform with a 15-day free trial. Post jobs, get candidates and onboard employees all in one place.

Share on Mastodon

• Home    >  
• Insights    >  

Why Is Diversity and Inclusion in the Workplace Important?

DEIB ,  Diversity & Inclusion ,  Leadership & Management

Here's why diversity and inclusion in the workplace is important. More than policies, programs, or headcounts, equitable employers outpace their competitors by respecting the unique needs, perspectives, and potential of their diverse workforce. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees.

What is the difference between diversity and inclusion?

Diversity and inclusion are two interconnected concepts—but they are far from interchangeable. Diversity focuses on representation or the make-up of an entity. Inclusion is about how well the contributions, presence, and perspectives of different groups of people are valued and integrated into an environment.

An environment where many different genders, races, nationalities, and sexual orientations and identities are present but only the perspectives of certain groups are valued or carry any authority or influence, may be diverse, but it is not inclusive. 

What is diversity and inclusion in the workplace?

A diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace. The “all areas” part is important.

Do you have diversity in your recruiting , in each of your departments, and in your leadership? Or do you have a diverse workplace where 50% of your employees are women but 0% of your women are managers? Do you have a  good representation of employees of color overall, but all of them are in the same department?

These telling questions reveal true diversity and inclusion in the workplace.

Why is diversity and inclusion in the workplace important?

Research has shown many benefits of a diverse and inclusive workplace:

• Higher revenue growth
• Greater readiness to innovate
• Increased ability to recruit a diverse talent pool
• 5.4 times higher employee retention

Inclusion in the workplace is one of the most important keys to retention 

When employees don’t feel that their ideas, presence or contributions are truly valued or taken seriously by their organization, they will eventually leave.

Our  research on company culture shows that when employees trust that they, and their colleagues, will be treated fairly regardless of race, gender, sexual orientation or age, they are.

• 9.8 times more likely to look forward to going to work
• 6.3 times more likely to have pride in their work
• 5.4 times more likely to want to stay a long time at their company

Having an inclusive workplace culture will not only help you attract a diverse set of talent but also help you retain the diverse talent you attracted in the first place. In other words, diversity and inclusion is critical to a strong employee retention strategy.  

What is an inclusive workplace?

The diversity that lacks genuine inclusion is often called “tokenism.” A genuinely inclusive workplace doesn’t just have a diversity of people present, it has a diversity of people involved, developed, empowered, and trusted by the business. Diversity efforts need to go beyond a pretty companywide memo.

What is the difference between diversity, inclusion and belonging?

The difference between diversity, inclusion and belonging is that diversity is the representation of different people in an organization, inclusion is ensuring that everyone has an equal opportunity to contribute to and influence every part and level of a workplace, and belonging is ensuring that everyone feels safe and can bring their full, unique selves to work.  It can be confusing and many companies are guilty of making simple mistakes  when it comes to diversity or inclusion efforts. Thankfully, they can be corrected - if workplaces know what they're doing wrong. Unfortunately, many companies won't recognize what's 'right' and 'wrong' when it comes to diversity and inclusion in the workplace unless they're seeking it out. 

What is the Great Place To Work For All™ definition?  

For All™ is Great Place To Work’s definition of a workplace culture that has evolved beyond “Diversity and Inclusion.”

The goal of the For All approach is to create a consistently high-trust workplace experience for everyone, no matter who they are or what they do for the organization.  It's being able to create spaces that celebrate diverse backgrounds and inclusive cultures. 

Everyone matters in a For All workplace

For All is the accumulation of day-to-day experiences that fuel a thriving company culture. They are the leaders who push to  overcome challenges and create a workplace where employees feel they belong, that their unique talents matter, and that their individual needs are cared for by their colleagues and leaders. When companies experience the very human acts of acknowledgment, inclusion, dignity, and compassion, that is when they can achieve For All.  

For All is critical for success. Workplaces today are more diverse and globally connected than ever before. With the complexities of today’s work environment, leaders must tap into collective intelligence to maximize the potential of every person.  

Technological and social changes continue to alter the landscape in every industry. Organizations will need the human judgment, empathy, passion and creativity of all their people to realize the full promise of the era’s new technologies, increase agility and inventiveness and address the challenges of an increasingly demanding, vocal marketplace.  

Why it can't be For Some, but For All

Organizations that remain “For Some” workplaces will risk losing money, earning less and falling behind their competitors in this disruptive climate. However, the companies that succeed with For All will cultivate tremendous value from their people’s differences and will thrive. 

If you’re ready to create a great place to work For All™ – contact us about our solutions today.

Learn how to create the kind of culture that makes people excited to come to work.

Matt Bush is the Culture Coaching Lead at Great Place to Work®. With a background in both quantitative and qualitative research and analysis methods, Matt helps leaders gain insight into how to build great workplaces for all, while simultaneously achieving their business goals and fueling new and innovative practices.

Latest Articles

Written by Ted Kitterman

Written by Roula Amire

Get fresh culture insights straight to your inbox!

Have a language expert improve your writing

Check your paper for plagiarism in 10 minutes, generate your apa citations for free.

• Knowledge Base
• College essay
• How to Write a Diversity Essay | Tips & Examples

How to Write a Diversity Essay | Tips & Examples

Published on November 1, 2021 by Kirsten Courault . Revised on May 31, 2023.

Table of contents

What is a diversity essay, identify how you will enrich the campus community, share stories about your lived experience, explain how your background or identity has affected your life, other interesting articles, frequently asked questions about college application essays.

Diversity essays ask students to highlight an important aspect of their identity, background, culture, experience, viewpoints, beliefs, skills, passions, goals, etc.

Diversity essays can come in many forms. Some scholarships are offered specifically for students who come from an underrepresented background or identity in higher education. At highly competitive schools, supplemental diversity essays require students to address how they will enhance the student body with a unique perspective, identity, or background.

In the Common Application and applications for several other colleges, some main essay prompts ask about how your background, identity, or experience has affected you.

Why schools want a diversity essay

Many universities believe a student body representing different perspectives, beliefs, identities, and backgrounds will enhance the campus learning and community experience.

Admissions officers are interested in hearing about how your unique background, identity, beliefs, culture, or characteristics will enrich the campus community.

Through the diversity essay, admissions officers want students to articulate the following:

• What makes them different from other applicants
• Stories related to their background, identity, or experience
• How their unique lived experience has affected their outlook, activities, and goals

Prevent plagiarism. Run a free check.

Think about what aspects of your identity or background make you unique, and choose one that has significantly impacted your life.

For some students, it may be easy to identify what sets them apart from their peers. But if you’re having trouble identifying what makes you different from other applicants, consider your life from an outsider’s perspective. Don’t presume your lived experiences are normal or boring just because you’re used to them.

Some examples of identities or experiences that you might write about include the following:

• Race/ethnicity
• Gender identity
• Sexual orientation
• Nationality
• Socioeconomic status
• Immigration background
• Religion/belief system
• Place of residence
• Family circumstances
• Extracurricular activities related to diversity

Include vulnerable, authentic stories about your lived experiences. Maintain focus on your experience rather than going into too much detail comparing yourself to others or describing their experiences.

Keep the focus on you

Tell a story about how your background, identity, or experience has impacted you. While you can briefly mention another person’s experience to provide context, be sure to keep the essay focused on you. Admissions officers are mostly interested in learning about your lived experience, not anyone else’s.

When I was a baby, my grandmother took me in, even though that meant postponing her retirement and continuing to work full-time at the local hairdresser. Even working every shift she could, she never missed a single school play or soccer game.

She and I had a really special bond, even creating our own special language to leave each other secret notes and messages. She always pushed me to succeed in school, and celebrated every academic achievement like it was worthy of a Nobel Prize. Every month, any leftover tip money she received at work went to a special 509 savings plan for my college education.

When I was in the 10th grade, my grandmother was diagnosed with ALS. We didn’t have health insurance, and what began with quitting soccer eventually led to dropping out of school as her condition worsened. In between her doctor’s appointments, keeping the house tidy, and keeping her comfortable, I took advantage of those few free moments to study for the GED.

In school pictures at Raleigh Elementary School, you could immediately spot me as “that Asian girl.” At lunch, I used to bring leftover fun see noodles, but after my classmates remarked how they smelled disgusting, I begged my mom to make a “regular” lunch of sliced bread, mayonnaise, and deli meat.

Although born and raised in North Carolina, I felt a cultural obligation to learn my “mother tongue” and reconnect with my “homeland.” After two years of all-day Saturday Chinese school, I finally visited Beijing for the first time, expecting I would finally belong. While my face initially assured locals of my Chinese identity, the moment I spoke, my cover was blown. My Chinese was littered with tonal errors, and I was instantly labeled as an “ABC,” American-born Chinese.

I felt culturally homeless.

Speak from your own experience

Highlight your actions, difficulties, and feelings rather than comparing yourself to others. While it may be tempting to write about how you have been more or less fortunate than those around you, keep the focus on you and your unique experiences, as shown below.

I began to despair when the FAFSA website once again filled with red error messages.

I had been at the local library for hours and hadn’t even been able to finish the form, much less the other to-do items for my application.

I am the first person in my family to even consider going to college. My parents work two jobs each, but even then, it’s sometimes very hard to make ends meet. Rather than playing soccer or competing in speech and debate, I help my family by taking care of my younger siblings after school and on the weekends.

“We only speak one language here. Speak proper English!” roared a store owner when I had attempted to buy bread and accidentally used the wrong preposition.

In middle school, I had relentlessly studied English grammar textbooks and received the highest marks.

Leaving Seoul was hard, but living in West Orange, New Jersey was much harder一especially navigating everyday communication with Americans.

After sharing relevant personal stories, make sure to provide insight into how your lived experience has influenced your perspective, activities, and goals. You should also explain how your background led you to apply to this university and why you’re a good fit.

Include your outlook, actions, and goals

Conclude your essay with an insight about how your background or identity has affected your outlook, actions, and goals. You should include specific actions and activities that you have done as a result of your insight.

One night, before the midnight premiere of Avengers: Endgame , I stopped by my best friend Maria’s house. Her mother prepared tamales, churros, and Mexican hot chocolate, packing them all neatly in an Igloo lunch box. As we sat in the line snaking around the AMC theater, I thought back to when Maria and I took salsa classes together and when we belted out Selena’s “Bidi Bidi Bom Bom” at karaoke. In that moment, as I munched on a chicken tamale, I realized how much I admired the beauty, complexity, and joy in Maria’s culture but had suppressed and devalued my own.

The following semester, I joined Model UN. Since then, I have learned how to proudly represent other countries and have gained cultural perspectives other than my own. I now understand that all cultures, including my own, are equal. I still struggle with small triggers, like when I go through airport security and feel a suspicious glance toward me, or when I feel self-conscious for bringing kabsa to school lunch. But in the future, I hope to study and work in international relations to continue learning about other cultures and impart a positive impression of Saudi culture to the world.

The smell of the early morning dew and the welcoming whinnies of my family’s horses are some of my most treasured childhood memories. To this day, our farm remains so rural that we do not have broadband access, and we’re too far away from the closest town for the postal service to reach us.

Going to school regularly was always a struggle: between the unceasing demands of the farm and our lack of connectivity, it was hard to keep up with my studies. Despite being a voracious reader, avid amateur chemist, and active participant in the classroom, emergencies and unforeseen events at the farm meant that I had a lot of unexcused absences.

Although it had challenges, my upbringing taught me resilience, the value of hard work, and the importance of family. Staying up all night to watch a foal being born, successfully saving the animals from a minor fire, and finding ways to soothe a nervous mare afraid of thunder have led to an unbreakable family bond.

Our farm is my family’s birthright and our livelihood, and I am eager to learn how to ensure the farm’s financial and technological success for future generations. In college, I am looking forward to joining a chapter of Future Farmers of America and studying agricultural business to carry my family’s legacy forward.

Tailor your answer to the university

After explaining how your identity or background will enrich the university’s existing student body, you can mention the university organizations, groups, or courses in which you’re interested.

Maybe a larger public school setting will allow you to broaden your community, or a small liberal arts college has a specialized program that will give you space to discover your voice and identity. Perhaps this particular university has an active affinity group you’d like to join.

Demonstrating how a university’s specific programs or clubs are relevant to you can show that you’ve done your research and would be a great addition to the university.

At the University of Michigan Engineering, I want to study engineering not only to emulate my mother’s achievements and strength, but also to forge my own path as an engineer with disabilities. I appreciate the University of Michigan’s long-standing dedication to supporting students with disabilities in ways ranging from accessible housing to assistive technology. At the University of Michigan Engineering, I want to receive a top-notch education and use it to inspire others to strive for their best, regardless of their circumstances.

If you want to know more about academic writing , effective communication , or parts of speech , make sure to check out some of our other articles with explanations and examples.

Academic writing

• Writing process
• Transition words
• Passive voice
• Paraphrasing

 Communication

• How to end an email
• Ms, mrs, miss
• How to start an email
• I hope this email finds you well
• Hope you are doing well

 Parts of speech

• Personal pronouns
• Conjunctions

In addition to your main college essay , some schools and scholarships may ask for a supplementary essay focused on an aspect of your identity or background. This is sometimes called a diversity essay .

Many universities believe a student body composed of different perspectives, beliefs, identities, and backgrounds will enhance the campus learning and community experience.

Admissions officers are interested in hearing about how your unique background, identity, beliefs, culture, or characteristics will enrich the campus community, which is why they assign a diversity essay .

To write an effective diversity essay , include vulnerable, authentic stories about your unique identity, background, or perspective. Provide insight into how your lived experience has influenced your outlook, activities, and goals. If relevant, you should also mention how your background has led you to apply for this university and why you’re a good fit.

Cite this Scribbr article

If you want to cite this source, you can copy and paste the citation or click the “Cite this Scribbr article” button to automatically add the citation to our free Citation Generator.

Courault, K. (2023, May 31). How to Write a Diversity Essay | Tips & Examples. Scribbr. Retrieved July 22, 2024, from https://www.scribbr.com/college-essay/diversity-essay/

Is this article helpful?

Kirsten Courault

Other students also liked, how to write about yourself in a college essay | examples, what do colleges look for in an essay | examples & tips, how to write a scholarship essay | template & example, "i thought ai proofreading was useless but..".

I've been using Scribbr for years now and I know it's a service that won't disappoint. It does a good job spotting mistakes”

Which program are you applying to?

Accepted Admissions Blog

Everything you need to know to get Accepted

May 8, 2024

The Diversity Essay: How to Write an Excellent Diversity Essay

What is a diversity essay in a school application? And why does it matter when applying to leading programs and universities? Most importantly, how should you go about writing such an essay?

Diversity is of supreme value in higher education, and schools want to know how every student will contribute to the diversity on their campus. A diversity essay gives applicants with disadvantaged or underrepresented backgrounds, an unusual education, a distinctive experience, or a unique family history an opportunity to write about how these elements of their background have prepared them to play a useful role in increasing and encouraging diversity among their target program’s student body and broader community.

The purpose of all application essays is to help the adcom better understand who an applicant is and what they care about. Your essays are your chance to share your voice and humanize your application. This is especially true for the diversity essay, which aims to reveal your unique perspectives and experiences, as well as the ways in which you might contribute to a college community.

In this post, we’ll discuss what exactly a diversity essay is, look at examples of actual prompts and a sample essay, and offer tips for writing a standout essay. 

In this post, you’ll find the following: 

What a diversity essay covers

How to show you can add to a school’s diversity, why diversity matters to schools.

• Seven examples that reveal diversity

Sample diversity essay prompts

How to write about your diversity.

• A diversity essay example

Upon hearing the word “diversity” in relation to an application essay, many people assume that they will have to write about gender, sexuality, class, or race. To many, this can feel overly personal or irrelevant, and some students might worry that their identity isn’t unique or interesting enough. In reality, the diversity essay is much broader than many people realize.

Identity means different things to different people. The important thing is that you demonstrate your uniqueness and what matters to you. In addition to writing about one of the traditional identity features we just mentioned (gender, sexuality, class, race), you could consider writing about a more unusual feature of yourself or your life – or even the intersection of two or more identities.

Consider these questions as you think about what to include in your diversity essay:

• Do you have a unique or unusual talent or skill?
• Do you have beliefs or values that are markedly different from those of the people around you? 
• Do you have a hobby or interest that sets you apart from your peers? 
• Have you done or experienced something that few people have? Note that if you choose to write about a single event as a diverse identity feature, that event needs to have had a pretty substantial impact on you and your life. For example, perhaps you’re part of the 0.2% of the world’s population that has run a marathon, or you’ve had the chance to watch wolves hunt in the wild.
• Do you have a role in life that gives you a special outlook on the world? For example, maybe one of your siblings has a rare disability, or you grew up in a town with fewer than 500 inhabitants.

If you are an immigrant to the United States, the child of immigrants, or someone whose ethnicity is underrepresented in the States, your response to “How will you add to the diversity of our class/community?” and similar questions might help your application efforts. Why? Because you have the opportunity to show the adcom how your background will contribute a distinctive perspective to the program you are applying to.

Of course, if you’re not underrepresented in your field or part of a disadvantaged group, that doesn’t mean that you don’t have anything to write about in a diversity essay.

For example, you might have an unusual or special experience to share, such as serving in the military, being a member of a dance troupe, or caring for a disabled relative. These and other distinctive experiences can convey how you will contribute to the diversity of the school’s campus.

Maybe you are the first member of your family to apply to college or the first person in your household to learn English. Perhaps you have worked your way through college or helped raise your siblings. You might also have been an ally to those who are underrepresented, disadvantaged, or marginalized in your community, at your school, or in a work setting. 

As you can see, diversity is not limited to one’s religion, ethnicity, culture, language, or sexual orientation. It refers to whatever element of your identity distinguishes you from others and shows that you, too, value diversity.

The diversity essay provides colleges the chance to build a student body that includes different ethnicities, religions, sexual orientations, backgrounds, interests, and so on. Applicants are asked to illuminate what sets them apart so that the adcoms can see what kind of diverse views and opinions they can bring to the campus.

Admissions officers believe that diversity in the classroom improves the educational experience of all the students involved. They also believe that having a diverse workforce better serves society as a whole.

The more diverse perspectives found in the classroom, throughout the dorms, in the dining halls, and mixed into study groups, the richer people’s discussions will be.

Plus, learning and growing in this kind of multicultural environment will prepare students for working in our increasingly multicultural and global world.

In medicine, for example, a heterogeneous workforce benefits people from previously underrepresented cultures. Businesses realize that they will market more effectively if they can speak to different audiences, which is possible when members of their workforce come from various backgrounds and cultures. Schools simply want to prepare graduates for the 21st century job market.

Seven examples that reveal diversity

Adcoms want to know about the diverse elements of your character and how these have helped you develop particular  personality traits , as well as about any unusual experiences that have shaped you.

Here are seven examples an applicant could write about:

1. They grew up in an environment with a strong emphasis on respecting their elders, attending family events, and/or learning their parents’ native language and culture.

2. They are close to their grandparents and extended family members who have taught them how teamwork can help everyone thrive.

3. They have had to face difficulties that stem from their parents’ values being in conflict with theirs or those of their peers.

4. Teachers have not always understood the elements of their culture or lifestyle and how those elements influence their performance.

5. They have suffered discrimination and succeeded despite it because of their grit, values, and character.

6. They learned skills from a lifestyle that is outside the norm (e.g., living in foreign countries as the child of a diplomat or contractor; performing professionally in theater, dance, music, or sports; having a deaf sibling).

7. They’ve encountered racism or other prejudice (either toward themselves or others) and responded by actively promoting diverse, tolerant values.

And remember, diversity is not about who your parents are.  It’s about who you are  – at the core.

Your background, influences, religious observances, native language, ideas, work environment, community experiences – all these factors come together to create a unique individual, one who will contribute to a varied class of distinct individuals taking their place in a diverse world.

The best-known diversity essay prompt is from the  Common App . It states:

“Some students have a background, identity, interest, or talent that is so meaningful they believe their application would be incomplete without it. If this sounds like you, then please share your story.”

Some schools have individual diversity essay prompts. For example, this one is from  Duke University :

“We believe a wide range of personal perspectives, beliefs, and lived experiences are essential to making Duke a vibrant and meaningful living and learning community. Feel free to share with us anything in this context that might help us better understand you and what you might bring to our community.” 

And the  Rice University application includes the following prompt:

“Rice is strengthened by its diverse community of learning and discovery that produces leaders and change agents across the spectrum of human endeavor. What perspectives shaped by your background, experiences, upbringing, and/or racial identity inspire you to join our community of change agents at Rice?”

In all instances, colleges want you to demonstrate how and what you’ll contribute to their communities.

Your answer to a school’s diversity essay question should focus on how your experiences have built your empathy for others, your embrace of differences, your resilience, your character, and your perspective.

The school might ask how you think of diversity or how you will bring or add to the diversity of the school, your chosen profession, or your community. Make sure you answer the specific question posed by highlighting distinctive elements of your profile that will add to the class mosaic every adcom is trying to create. You don’t want to blend in; you want to stand out in a positive way while also complementing the school’s canvas.

Here’s a simple, three-part framework that will help you think of diversity more broadly:

Who are you? What has contributed to your identity? How do you distinguish yourself? Your identity can include any of the following: gender, sexual orientation, ethnicity, disability, religion, nontraditional work experience, nontraditional educational background, multicultural background, and family’s educational level.

What have you done? What have you accomplished? This could include any of the following: achievements inside and/or outside your field of study, leadership opportunities, community service, internship or professional experience, research opportunities, hobbies, and travel. Any or all of these could be unique. Also, what life-derailing, throw-you-for-a-loop challenges have you faced and overcome?

How do you think? How do you approach things? What drives you? What influences you? Are you the person who can break up a tense meeting with some well-timed humor? Are you the one who intuitively sees how to bring people together? 

Read more about this three-part framework in Episode 193 of Accepted’s Admissions Straight Talk podcast or listen wherever you get your favorite podcast s.

Think about each question within this framework and how you could apply your diversity elements to your target school’s classroom or community. Any of these elements can serve as the framework for your essay.

Don’t worry if you can’t think of something totally “out there.” You don’t need to be a tightrope walker living in the Andes or a Buddhist monk from Japan to be able to contribute to a school’s diversity!

And please remember, the examples we have offered here are not exhaustive. There are many other ways to show diversity!

All you need to do to be able to write successfully about how you will contribute to the diversity of your target school’s community is examine your identity, deeds, and ideas, with an eye toward your personal distinctiveness and individuality. There is only one  you .

Take a look at the sample diversity essay in the next section of this post, and pay attention to how the writer underscores their appreciation for, and experience with, diversity. 

A diversity essay sample

When I was starting 11th grade, my dad, an agricultural scientist, was assigned to a 3-month research project in a farm village in Niigata (northwest Honshu in Japan). Rather than stay behind with my mom and siblings, I begged to go with him. As a straight-A student, I convinced my parents and the principal that I could handle my schoolwork remotely (pre-COVID) for that stretch. It was time to leap beyond my comfortable suburban Wisconsin life—and my Western orientation, reinforced by travel to Europe the year before. 

We roomed in a sprawling farmhouse with a family participating in my dad’s study. I thought I’d experience an “English-free zone,” but the high school students all studied and wanted to practice English, so I did meet peers even though I didn’t attend their school. Of the many eye-opening, influential, cultural experiences, the one that resonates most powerfully to me is experiencing their community. It was a living, organic whole. Elementary school kids spent time helping with the rice harvest. People who foraged for seasonal wild edibles gave them to acquaintances throughout the town. In fact, there was a constant sharing of food among residents—garden veggies carried in straw baskets, fish or meat in coolers. The pharmacist would drive prescriptions to people who couldn’t easily get out—new mothers, the elderly—not as a business service but as a good neighbor. If rain suddenly threatened, neighbors would bring in each other’s drying laundry. When an empty-nest 50-year-old woman had to be hospitalized suddenly for a near-fatal snakebite, neighbors maintained her veggie patch until she returned. The community embodied constant awareness of others’ needs and circumstances. The community flowed!

Yet, people there lamented that this lifestyle was vanishing; more young people left than stayed or came. And it wasn’t idyllic: I heard about ubiquitous gossip, long-standing personal enmities, busybody-ness. But these very human foibles didn’t dam the flow. This dynamic community organism couldn’t have been more different from my suburban life back home, with its insular nuclear families. We nod hello to neighbors in passing. 

This wonderful experience contained a personal challenge. Blond and blue-eyed, I became “the other” for the first time. Except for my dad, I saw no Westerner there. Curious eyes followed me. Stepping into a market or walking down the street, I drew gazes. People swiftly looked away if they accidentally caught my eye. It was not at all hostile, I knew, but I felt like an object. I began making extra sure to appear “presentable” before going outside. The sense of being watched sometimes generated mild stress or resentment. Returning to my lovely tatami room, I would decompress, grateful to be alone. I realized this challenge was a minute fraction of what others experience in my own country. The toll that feeling—and being— “other” takes on non-white and visibly different people in the US can be extremely painful. Experiencing it firsthand, albeit briefly, benignly, and in relative comfort, I got it.

Unlike the organic Niigata community, work teams, and the workplace itself, have externally driven purposes. Within this different environment, I will strive to exemplify the ongoing mutual awareness that fueled the community life in Niigata. Does it benefit the bottom line, improve the results? I don’t know. But it helps me be the mature, engaged person I want to be, and to appreciate the individuals who are my colleagues and who comprise my professional community. I am now far more conscious of people feeling their “otherness”—even when it’s not in response to negative treatment, it can arise simply from awareness of being in some way different.

What did you think of this essay? Does this middle class Midwesterner have the unique experience of being different from the surrounding majority, something she had not experienced in the United States? Did she encounter diversity from the perspective of “the other”? 

Here a few things to note about why this diversity essay works so well:

1. The writer comes from “a comfortable, suburban, Wisconsin life,” suggesting that her background might not be ethnically, racially, or in any other way diverse.

2. The diversity “points” scored all come from her fascinating experience of having lived in a Japanese farm village, where she immersed herself in a totally different culture.

3. The lessons learned about the meaning of community are what broaden and deepen the writer’s perspective about life, about a purpose-driven life, and about the concept of “otherness.” 

By writing about a time when you experienced diversity in one of its many forms, you can write a memorable and meaningful diversity essay.

Working on your diversity essay?

Want to ensure that your application demonstrates the diversity that your dream school is seeking?  Work with one of our admissions experts . This checklist includes more than 30 different ways to think about diversity to jump-start your creative engine.

Dr. Sundas Ali has more than 15 years of experience teaching and advising students, providing career and admissions advice, reviewing applications, and conducting interviews for the University of Oxford’s undergraduate and graduate programs. In addition, Sundas has worked with students from a wide range of countries, including the United Kingdom, the United States, India, Pakistan, China, Japan, and the Middle East. Want Sundas to help you get Accepted? Click here to get in touch! 

Related Resources:

• Different Dimensions of Diversity , podcast Episode 193
• What Should You Do If You Belong to an Overrepresented MBA Applicant Group?
• Fitting In & Standing Out: The Paradox at the Heart of Admissions , a free guide

About Us Press Room Contact Us Podcast Accepted Blog Privacy Policy Website Terms of Use Disclaimer Client Terms of Service

Accepted 1171 S. Robertson Blvd. #140 Los Angeles CA 90035 +1 (310) 815-9553 © 2022 Accepted

Numbers, Facts and Trends Shaping Your World

Read our research on:

Full Topic List

Regions & Countries

• Publications
• Our Methods
• Short Reads
• Tools & Resources

Read Our Research On:

Diversity, Equity and Inclusion in the Workplace

A majority of u.s. workers say focusing on dei at work is a good thing, but relatively small shares place great importance on diversity in their own workplace, table of contents.

• The value of DEI efforts at work
• The importance of a diverse workforce
• DEI measures and their impact
• How gender, race and ethnicity impact success in the workplace
• Acknowledgments
• The American Trends Panel survey methodology

Pew Research Center conducted this study to better understand how adults in the United States think about diversity, equity and inclusion efforts in the workplace. This analysis is based on survey responses from 4,744 U.S. adults who are working part time or full time, are not self-employed, have only one job or have multiple jobs but consider one their primary job, and whose company or organization has 10 or more people. The data was collected as part of a larger survey of workers conducted Feb. 6-12, 2023. Everyone who took part is a member of Pew Research Center’s American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP’s methodology .

Read more about the questions used for this report and the report’s methodology .

References to workers or employed adults include those who are employed part time or full time, are not self-employed, have only one job or have multiple jobs but consider one their primary job, and whose company or organization has 10 or more people.

References to White, Black and Asian adults include those who are not Hispanic and identify as only one race. Hispanics are of any race.

References to college graduates or people with a college degree comprise those with a bachelor’s degree or more. “Some college” includes those with an associate degree and those who attended college but did not obtain a degree.

References to disabled workers include those who say a disability or handicap keeps them from fully participating in work, school, housework or other activities.

All references to party affiliation include those who lean toward that party. Republicans include those who identify as Republicans and those who say they lean toward the Republican Party. Democrats include those who identify as Democrats and those who say they lean toward the Democratic Party.

Workplace diversity, equity and inclusion efforts, or DEI, are increasingly becoming part of national political debates . For a majority of employed U.S. adults (56%), focusing on increasing DEI at work is a good thing, according to a new Pew Research Center survey. But opinions about DEI vary considerably along demographic and political lines.

Most workers have some experience with DEI measures at their workplace. About six-in-ten (61%) say their company or organization has policies that ensure fairness in hiring, pay or promotions, and 52% say they have trainings or meetings on DEI at work. Smaller shares say their workplace has a staff member who promotes DEI (33%), that their workplace offers salary transparency (30%), and that it has affinity groups or employee resource groups based on a shared identity (26%). Majorities of those who have access to these measures say each has had a positive impact where they work.

Related : How Americans View Their Jobs

This nationally representative survey of 5,902 U.S. workers, including 4,744 who are not self-employed, was conducted Feb. 6-12, 2023, using the Center’s American Trends Panel . 1 The survey comes at a time when DEI efforts are facing some backlash and many major companies are laying off their DEI professionals .

Some key findings from the survey:

• Relatively small shares of workers place a lot of importance on diversity at their workplace. About three-in-ten say it is extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities (32%) or ages (28%). Roughly a quarter say the same about having a workplace with about an equal mix of men and women (26%) and 18% say this about a mix of employees of different sexual orientations.
• More than half of workers (54%) say their company or organization pays about the right amount of attention to increasing DEI. Smaller shares say their company or organization pays too much (14%) or too little attention (15%), and 17% say they’re not sure. Black workers are more likely than those in other racial and ethnic groups to say their employer pays too little attention to increasing DEI. They’re also among the most likely to say focusing on DEI at work is a good thing (78% of Black workers say this), while White workers are the least likely to express this view (47%).
• Women are more likely than men to value DEI at work. About six-in-ten women (61%) say focusing on increasing DEI at work is a good thing, compared with half of men. And larger shares of women than men say it’s extremely or very important to them to work at a place that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation.
• There are wide partisan differences in views of workplace DEI. Most Democratic and Democratic-leaning workers (78%) say focusing on DEI at work is a good thing, compared with 30% of Republicans and Republican leaners. Democrats are also far more likely than Republicans to value different aspects of diversity. And by wide margins, higher shares of Democrats than Republicans say the policies and resources related to DEI available at their workplace have had a positive impact.
• Half of workers say it’s extremely or very important to them to work somewhere that is accessible for people with physical disabilities. About three-in-ten workers (29%) say this is somewhat important to them, and 21% say it’s not too or not at all important. A majority of workers (76% among those who do not work fully remotely) say their workplace is at least somewhat accessible for people with physical disabilities.
• Many say being a man or being White is an advantage where they work. The survey asked respondents whether a person’s gender, race or ethnicity makes it easier or harder to be successful where they work. Shares ranging from 45% to 57% say these traits make it neither easier nor harder. But far more say being a man and being White makes it easier than say it makes it harder for someone to be successful. Conversely, by double-digit margins, more say being a woman, being Black or being Hispanic makes it harder than say it makes it easier to be successful where they work.

A majority of workers (56%) say focusing on increasing diversity, equity and inclusion at work is mainly a good thing; 28% say it is neither good nor bad, and 16% say it is a bad thing. Views on this vary along key demographic and partisan lines.

Half or more of both men and women say focusing on increasing DEI at work is a good thing, but women are more likely than men to offer this view (61% vs. 50%). In turn, men are more than twice as likely as women to say it is a bad thing (23% vs. 9%).

About two-thirds or more of Black (78%), Asian (72%) and Hispanic (65%) workers say that focusing on DEI at work is a good thing. Among White workers, however, fewer than half (47%) say it’s a good thing; in fact, 21% say it’s a bad thing. But there are wide partisan, gender and age gaps among White workers, with majorities of White Democrats, women and those under age 30 saying focusing on DEI at work is a good thing.

Workers under 30 are the most likely age group to say focusing on DEI at work is a good thing. About two-thirds (68%) of workers ages 18 to 29 say this, compared with 56% of workers 30 to 49, 46% of those 50 to 64, and 52% of those 65 and older.

Views also differ by educational attainment, with 68% of workers with a postgraduate degree saying focusing on DEI at work is a good thing, compared with 59% of those with a bachelor’s degree only and 50% of those with some college or less education.

Democratic and Democratic-leaning workers are much more likely to say focusing on DEI at work is a good thing (78%) than to say it is a bad thing (4%) or that it is neither good nor bad (18%). Views among Republican and Republican-leaning workers are more mixed: Some 30% say focusing on DEI at work is a good thing, while the same share (30%) say it’s a bad thing, and 39% say it’s neither good nor bad.

A majority of workers say their employer pays the right amount of attention to DEI

When it comes to the focus of their own employer, 54% of workers say their company or organization pays about the right amount of attention to increasing diversity, equity and inclusion. The remainder are divided between saying their employer pays too much (14%) or too little attention (15%), or that they’re not sure (17%).

Women are more likely than men to say their employer pays too little attention to increasing DEI (17% vs. 12%). In turn, men are more likely than women to say too much attention is paid to this where they work (18% vs. 10%).

Black workers (28%) are the most likely to say their company or organization pays too little attention to increasing DEI, compared with smaller shares of White (11%), Hispanic (19%) and Asian (17%) workers who say the same.

Views on this question also differ by party. While half or more of both Republican and Democratic workers say their company or organization pays the right amount of attention to DEI, Democrats are more likely than Republicans to say their employer pays too little attention to it (21% vs. 7%). In turn, Republicans are more likely than Democrats to say their employer pays too much attention to DEI (24% vs. 6%).

While a majority of workers say focusing on increasing diversity, equity and inclusion at work is a good thing, relatively small shares place great importance on working at a place that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation. About three-in-ten workers say it’s extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities (32%) and ages (28%), while 26% say the same about having about an equal mix of men and women. And 18% say this about having a mix of employees of different sexual orientations at their workplace.

Women are more likely than men to say it’s extremely or very important to them to work at a place that is diverse across all measures asked about in the survey. For example, there are 11 percentage point differences in the shares of women compared with men saying it is extremely or very important to them to work somewhere that has a mix of employees of different races and ethnicities (37% vs. 26%) and about an equal mix of men and women (31% vs. 20%).

Black workers are among the most likely to value racial, ethnic and age diversity in the workplace. Some 53% of Black workers say it is extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities, compared with 39% of Hispanic workers and 25% of White workers who say the same; 43% of Asian workers say this is important to them. (There is no statistically significant difference between the share of Asian workers and the shares of Black and Hispanic workers who hold this view.) And while 42% of Black workers highly value working somewhere with a mix of employees of different ages, smaller shares of Hispanic (33%), Asian (30%) and White (24%) workers say the same.

When it comes to diversity of sexual orientation, 28% of Black workers and 22% of Hispanic workers say it is extremely or very important to them to work somewhere that is diverse in this way; 15% each among White and Asian workers say the same.

Workers under age 50 are more likely than those 50 and older to say racial and ethnic diversity in their workplace is extremely or very important to them (35% vs. 26%). Workers younger than 50 are also more likely to say having about an equal mix of men and women is important to them, with workers ages 18 t0 29 the most likely to say this (34% vs. 26% of workers 30 to 49, and 20% each among those 50 to 64 and 65 and older).

There are also differences by educational attainment, with larger shares of workers with a postgraduate degree than those with less education saying it’s extremely or very important to them that their workplace is diverse across all measures asked about in the survey. For example, 44% of workers with a postgraduate degree say having a mix of employees of different races and ethnicities is extremely or very important to them, compared with 34% of those with a bachelor’s degree only and 27% of those with some college or less.

Democratic workers are much more likely than Republican workers to say working somewhere that is diverse when it comes to gender, race and ethnicity, age, and sexual orientation is extremely or very important to them. In fact, about half of Democrats (49%) place great importance on having a mix of employees of different races and ethnicities where they work, compared with 13% of Republicans. And there are differences of at least 20 points between the shares of Democrats and Republicans saying it’s extremely or very important to them to work somewhere that has about an equal mix of men and women (39% of Democrats say this vs. 12% of Republicans) and a mix of employees of different ages (39% vs. 17%) and sexual orientations (27% vs. 7%).

Overall, a majority of workers say their workplace has a mix of employees of different ages (58% say this describes their current workplace extremely or very well). Smaller shares say their workplace has about an equal mix of men and women (38%) and a mix of employees of different races and ethnicities (46%) and sexual orientations (28%). These assessments do not vary much across demographic groups.

Half of workers place great importance on working at a place that is accessible for people with physical disabilities

Half of workers say it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities; 29% say it is somewhat important and 21% say it is not too or not at all important to them.

Highly valuing an accessible workplace varies by gender, race and ethnicity, and party, but there is no significant difference in responses between those who do and don’t report having a disability.

About six-in-ten women (58%) say it is extremely or very important to them that their workplace is accessible, compared with 41% of men.

Black workers are more likely than workers of other racial and ethnic groups to place great importance on their workplace being accessible: 62% of Black workers say this is extremely or very important, compared with 51% of Hispanic, 48% of White and 43% of Asian workers.

A majority of Democrats (59%) say it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities; 40% of Republican say the same. Some 27% of Republicans say this is not too or not at all important to them, compared with 15% of Democrats.

There is no statistically significant difference in the shares of workers who have a disability and those who do not saying it is extremely or very important to them to work somewhere that is accessible for people with physical disabilities. But workers who do not have a disability are more likely than those who do to say this is not too or not at all important to them (21% vs. 15%).

Among those who don’t work fully remotely, about three-quarters of workers (76%) say their workplace is at least somewhat accessible for people with physical disabilities, with 51% saying it is extremely or very accessible. Some 17% say their workplace is not too or not at all accessible, and 8% are not sure.

When asked whether the company or organization they work for has a series of measures that are typically associated with diversity, equity and inclusion efforts, a majority of workers say their employer has policies that ensure everyone is treated fairly in hiring, pay or promotions (61%), and 52% say there are trainings or meetings on DEI where they work.

Smaller shares say their workplace has a staff member whose main job is to promote DEI at work (33%), a way for employees to see the salary range for all positions (30%), and groups created by employees sometimes known as affinity groups or employee resource groups (ERGs) based on shared identities such as gender, race or being a parent (26%).

Responses do not vary much by most demographic characteristics. However, workers with at least a bachelor’s degree are consistently more likely than those with less education to say each of these five measures is available where they work.

Workers tend to see positive impact from policies and resources associated with DEI where they work

Among those whose workplace offers each policy or resource, a majority of workers say each measure has had a somewhat or very positive impact where they work. About a third or fewer workers say each resource has had neither a positive nor negative impact, and about one-in-ten or fewer say each of these has had a somewhat or very negative impact.

Democrats and Republicans are about equally likely to say their workplace has these measures in place, but Democrats are more likely than Republicans to say the impact of each has been positive by margins ranging from 10 to 32 points (among those who say their workplace has these measures). For example, 66% of Democrats who say their workplace has a way for employees to see the salary range for all positions say this has had a somewhat or very positive impact, compared with 56% of Republicans who say this. And while about three-quarters of Democrats (74%) say having a staff member whose main job is to promote DEI at work has had a positive impact, fewer than half of Republicans (42%) say the same.

Women are more likely than men to say each of these policies and resources has had a very or somewhat positive impact where they work. This is mainly driven by gender differences among Republicans: There are double-digit differences in the shares of Republican women and Republican men who say many of these resources have had a positive impact. For example, 58% of Republican women say having a staff member whose main job is to promote DEI at work has had at least a somewhat positive impact where they work, compared with 31% of Republican men who hold this view. The same share of Republican women (58%) say having affinity groups or ERGs has had a positive impact, compared with 38% of Republican men who say the same.

Among Democrats, majorities of both men and women offer positive assessments of these resources in their workplace, but Democratic women are more likely than Democratic men to say having trainings or meetings on DEI at work have had a positive impact (72% vs. 65%).

While there are differences by race, ethnicity and age on overall attitudes about DEI in the workplace, there are no consistent differences along these dimensions in how workers with access to these policies and resources at their workplace assess their impact.

About half of workers who have participated in DEI trainings in the last year say they’ve been helpful

Out of all workers, about four-in-ten (38%) have participated in a DEI training in the last year. A similar share (40%) did not participate or say their workplace does not offer these trainings, and 21% are not sure if their employer offers these trainings.

Looking only at those whose company or organization has trainings or meetings on DEI, about three-quarters (73%) say they have participated in such trainings in the past year. And assessments of these trainings tend to be positive, with 53% of workers who’ve participated saying they were very or somewhat helpful. About a third (34%) give a more neutral assessment, saying the trainings were neither helpful nor unhelpful, and 13% say they were very or somewhat unhelpful.

While men and women are about equally likely to have participated in trainings on DEI in the past year, women are more likely than men to say the trainings have been at least somewhat helpful (60% vs. 46%).

Republicans and Democrats are also equally likely to say they’ve participated in these trainings in the past year, but Democrats are far more likely than Republicans to say the trainings have been helpful (66% vs. 36%). About one-in-five Republicans say they’ve been unhelpful (19%), compared with 9% of Democrats.

While both Democratic men and women offer similar assessments of the DEI trainings they’ve participated in, there are gender differences among Republican workers. Republican women are more likely than Republican men to say the trainings they’ve participated in have been helpful (47% vs. 28%). Conversely, 22% of Republican men, compared with 14% of Republican women, say the trainings have been unhelpful.

Few workers are members of affinity groups or ERGs at work

While 26% of workers say there are affinity groups or employee resource groups (ERGs) where they work, members of these groups account for a very small share of workers overall. Just 6% of workers say they are members of an affinity group or ERG, with 58% of workers saying these groups are either not available at their workplace or that they aren’t a member. Another 37% say they are not sure if their workplace offers these groups.

Among workers who say there are affinity groups or ERGs at their workplace, 22% say they are personally a member. Women are more likely than men to be members of these groups (28% vs. 16%). And 28% of non-White workers say they are a member of an affinity group or ERG, compared with 18% of White workers. 2

When asked about the impact a person’s gender, race or ethnicity has on their ability to succeed at work, workers tend to say these characteristics neither make it easier nor harder to be successful at their workplace.

Still, when it comes to gender, workers are more likely to say being a man makes it easier to be successful where they work than to say it makes it harder (36% vs. 6%). In contrast, a larger share says being a woman makes it harder to be successful than say it makes it easier (28% vs. 11%).

Men and women have different views on the impact gender has on a person’s ability to succeed where they work. Some 44% of women say being a man makes it at least a little easier to be successful, including 24% who say it makes it a lot easier. This compares with 29% of men who say being a man makes it at least a little easier to be successful.

Similarly, 34% of women say being a woman makes it harder to be successful where they work, compared with 21% of men.

Women under age 50 are especially likely – more so than women ages 50 and older or men in either age group – to say being a man makes it easier to be successful where they work and that being a woman makes it harder. For example, 38% of women ages 18 to 49 say being a woman makes it harder to be successful where they work. This compares with 29% of women 50 and older, 25% of men younger than 50, and an even smaller share of men 50 and older (13%).

When it comes to views about how race or ethnicity affects people’s ability to succeed at work, 51% of Black workers say being Black makes it harder to be successful where they work. This is significantly higher than the shares of Asian (41%), Hispanic (23%) and White (18%) workers who say the same about the impact of being Black.

Similarly, about four-in-ten Asian workers (39%) say being Asian makes it harder to be successful in their workplace, a higher share than workers of other racial and ethnic groups who say the same about being Asian.

Hispanic, Black and Asian workers are about equally likely to say being Hispanic makes it harder to be successful where they work. A smaller share of White workers say the same about being Hispanic.

When asked about the impact of being White in their workplace, workers across racial and ethnic groups are more likely to say it makes it easier than to say it makes it harder to be successful. This is especially the case among Black and Asian workers. About half of Black (52%) and Asian (51%) workers say being White makes it easier to be successful where they work, compared with 37% of Hispanic and 24% of White workers who say the same about being White.

Previously released findings from this survey found that Black workers are more likely than White, Hispanic and Asian workers to report that they have experienced discrimination or have been treated unfairly by an employer in hiring, pay or promotions because of their race or ethnicity at some point in their careers (though not necessarily where they currently work). Women are also more likely than men to say they’ve experienced such discrimination because of their gender.

There are large partisan gaps in views of whether gender, race or ethnicity make it easier or harder to be successful at work. Some 47% of Democratic workers say being a man makes it at least somewhat easier to be successful at their workplace, compared with 25% of Republican workers. Democrats are also more likely than Republicans to say being a woman makes it harder to succeed (37% vs. 17%).

Democratic and Republican women are more likely than their male counterparts to say being a woman makes it harder – and being a man makes it easier – to be successful where they work. The differences between Republican women and Republican men are particularly striking. About a quarter of Republican women (26%) say being a woman makes it harder to be successful, compared with 10% of Republican men. And while 36% of Republican women say being a man makes it easier to be successful where they work, just 16% of Republican men say the same.

Democratic workers are more than three times as likely as Republican workers to say being White makes it easier to succeed where they work (48% vs. 13%), and they are also more likely than Republicans to say being Black, Hispanic or Asian makes it harder. About four-in-ten Democrats (39%) say being Black makes it harder for someone to succeed at their workplace, compared with just 9% of Republicans. Similarly, 30% of Democrats say being Hispanic makes it harder to succeed, compared with 8% of Republicans. And while smaller shares in both parties say being Asian makes it harder to succeed, Democrats are more likely than Republicans to say this (16% vs. 6%). These partisan differences remain when looking only at Democrats and Republicans who are White.

• For details, see the  Methodology  section of the report. The analysis in this report is based on U.S. workers who are employed full time or part time, who are not self-employed, and who have only one job or have multiple jobs but consider one their primary job (99% of workers who are not self-employed have one job or a primary job). Additionally, the analysis is restricted to workers at companies or organizations with at least 10 employees as certain federal requirements such as non-discrimination mandates apply to larger workplaces. ↩
• Non-White adults include Black, Hispanic, Asian and other races besides White, as well as people who identify as more than one race. The sample sizes among Black, Hispanic and Asian workers who have affinity groups or ERGs at work are too small to analyze separately. ↩

Sign up for our weekly newsletter

Fresh data delivery Saturday mornings

Sign up for The Briefing

Weekly updates on the world of news & information

• Asian Americans
• Black Americans
• Business & Workplace
• Discrimination & Prejudice
• Economics, Work & Gender
• Economy & Work
• Gender & Work
• Happiness & Life Satisfaction
• Hispanics/Latinos
• Partisanship & Issues
• Race & Ethnicity
• Racial Bias & Discrimination
• Sexual Misconduct & Harassment

Among young U.S. workers without a college degree, men and women hold very different types of jobs

Is college worth it, half of latinas say hispanic women’s situation has improved in the past decade and expect more gains, a majority of latinas feel pressure to support their families or to succeed at work, a look at small businesses in the u.s., most popular, report materials.

901 E St. NW, Suite 300 Washington, DC 20004 USA (+1) 202-419-4300 | Main (+1) 202-857-8562 | Fax (+1) 202-419-4372 |  Media Inquiries

Research Topics

• Email Newsletters

ABOUT PEW RESEARCH CENTER  Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of  The Pew Charitable Trusts .

© 2024 Pew Research Center

• Business Essentials
• Leadership & Management
• Credential of Leadership, Impact, and Management in Business (CLIMB)
• Entrepreneurship & Innovation
• Digital Transformation
• Finance & Accounting
• Business in Society
• For Organizations
• Support Portal
• Media Coverage
• Founding Donors
• Leadership Team

• Harvard Business School →
• HBS Online →
• Business Insights →

Business Insights

Harvard Business School Online's Business Insights Blog provides the career insights you need to achieve your goals and gain confidence in your business skills.

• Career Development
• Communication
• Decision-Making
• Earning Your MBA
• Negotiation
• News & Events
• Productivity
• Staff Spotlight
• Student Profiles
• Work-Life Balance
• AI Essentials for Business
• Alternative Investments
• Business Analytics
• Business Strategy
• Business and Climate Change
• Creating Brand Value
• Design Thinking and Innovation
• Digital Marketing Strategy
• Disruptive Strategy
• Economics for Managers
• Entrepreneurship Essentials
• Financial Accounting
• Global Business
• Launching Tech Ventures
• Leadership Principles
• Leadership, Ethics, and Corporate Accountability
• Leading Change and Organizational Renewal
• Leading with Finance
• Management Essentials
• Negotiation Mastery
• Organizational Leadership
• Power and Influence for Positive Impact
• Strategy Execution
• Sustainable Business Strategy
• Sustainable Investing
• Winning with Digital Platforms

DEI: What It Is & How to Champion It in the Workplace

• 03 Oct 2023

Diversity, equity, and inclusion (DEI) initiatives are essential to fostering a positive work culture. Through exposure to diverse perspectives, you can improve employee morale, promote business ethics , and drive creative problem-solving and innovation .

According to a LinkedIn survey , 69 percent of recruiters and human resources professionals believe their organizations commit to diverse hiring practices. Yet, only 47 percent think they hold hiring managers to those standards.

If you want to champion diversity, equity, and inclusion at your organization, here's an overview of DEI’s goals, why it’s important in business, and how you can implement it.

Access your free e-book today.

What Is Diversity, Equity, and Inclusion?

According to the online course Leadership, Ethics, and Corporate Accountability , DEI comprises:

• Diversity: The presence and participation of individuals with varying backgrounds and perspectives, including those who have been traditionally underrepresented
• Equity: Equal access to opportunities and fair, just, and impartial treatment
• Inclusion: A sense of belonging in an environment where all feel welcomed, accepted, and respected

To better understand DEI, here’s a breakdown of its components and benefits.

Your organization can achieve workplace diversity by employing people from various backgrounds based on:

• Sexual orientation

Doing so can produce several benefits for your company's bottom line. For example, research shows that businesses with diverse teams experience more than twice as much cash flow per employee .

Employees can also file charges against your organization if they've been discriminated against. According to a Good Jobs First report , 99 percent of Fortune 500 companies have been involved in at least one lawsuit related to discrimination or sexual harassment since 2000.

Such conflict resolution can be costly, but workplace diversity involves more than difficult conversations with employees .

“I don’t want diversity to be about policing people,” says Oona King, vice president of diversity, equity, and inclusion at Snap Inc., in Leadership, Ethics, and Corporate Accountability . “I want diversity to be about unleashing innovation and having more diverse perspectives in the room to come up with solutions to the most pressing problems of our day.”

Equity in the workplace requires treating all employees fairly and justly—regardless of their backgrounds—and ensuring equal opportunities for growth, development, and success.

While diversity provides financial benefits, equity ensures all employees feel valued. Yet, this isn’t always the case. According to a Gallup poll , 24 percent of Black and Hispanic employees experienced workplace discrimination between 2019 and 2020.

Since people often hire or promote individuals who share similar characteristics as themselves , proactively combatting influences—such as unconscious bias —can lead to workplace equity in the form of:

• Equal opportunities
• Fair compensation
• Balanced training and educational opportunities

“What you have to do around equity is tell people there are a lot of biases we’ve built up since we were kids that have been reinforced repeatedly,” King says in Leadership, Ethics, and Corporate Accountability . “And you need more awareness around them if you want to do well in a forward-thinking company.”

Inclusion extends beyond diversity and refers to employees’ workplace experiences.

It involves creating an environment where all employees feel valued, respected, and fully integrated into your organization's culture and operations.

According to Forrester , 60 percent of sales teams believe inclusion in the workplace has contributed to their success, while a Pew Research study indicates that over half of employees value DEI initiatives at work.

If you hope to make your organization more inclusive, consider your role as an ethical leader . According to Leadership, Ethics, and Corporate Accountability , thinking about the biases and concepts that influence your decision-making is essential to creating an inclusive workplace.

Related: The Importance of Reflective Leadership in Business

How to Implement DEI Within Your Organization

DEI is only effective when you implement it into your overall business strategy .

“You cannot have a diversity, equity, and inclusion strategy as a separate strategy,” King says in Leadership, Ethics, and Corporate Accountability . “It's not going to work. You have to tie it into the heart of your business strategy because separate is never equal.”

Here are four tips for implementing DEI effectively.

1. Invest in Diversity Initiatives

Investing in DEI initiatives can take several forms in business.

For example, Walmart invests in DEI by offering a Supplier Inclusion Program that supports businesses and suppliers from communities often underrepresented in large-scale retail.

Companies like Salesforce also emphasize DEI education . Through its partnership with professional skills-based platform Trailhead , employees can take courses and earn certifications in subjects such as inclusion guidelines for data visualization and inclusive content creation. According to the company’s Annual Equality Update , its commitment to DEI education and inclusive hiring tactics has resulted in nearly 51 percent of U.S. employees coming from underrepresented groups.

2. Offer Bias Training Sessions

Stereotypes—whether blatant or unconscious—can negatively impact your organization and result in decreased motivation and employee engagement.

One way to overcome workplace stereotypes is by offering unconscious bias training sessions to increase employees’ awareness of implicit biases. For example, the Implicit Association Test (IAT) —developed by professors from Harvard University, the University of Washington, and the University of Virginia—helps identify implicit associations or stereotypes you might be unaware of.

You can also provide employees the opportunity to earn a business ethics certificate to gain skills to identify and surmount biases.

Don’t be afraid to make training mandatory. According to Pew Research , approximately 53 percent of employees find DEI training helpful, with only 13 percent finding it unhelpful.

In addition, companies like Google provide this type of training through workshops that more than half of its employees participate in.

Related: Leadership in Big Tech: How to Make Ethical Decisions

3. Promote Pay Equity

Ensuring employees earn equitable salaries is crucial to championing DEI.

“When you measure objectives for metrics in corporate America, you’ll see very clear differences for different groups,” King says in Leadership, Ethics, and Corporate Accountability . “That's the data; we know it's a fact. So our job is to change those objectives in the workplace.”

One of those data points is pay equity. In the U.S., women earn approximately 82 percent of what men do—a figure that's only increased two percent since 2002. While various factors impact that statistic, it's critical for your organization to offer equitable compensation, regardless of gender.

“That's where today's diversity, equity, and inclusion efforts really come in,” King says. “What levers and tools do we have to change, so that whoever walks through the door has the same chance as anyone else of success?”

4. Prioritize Developing Talent from Underrepresented Groups

Developing talent from underrepresented groups is crucial to fostering diversity and inclusion. By providing opportunities for personal and professional growth, your organization can help address historical workplace disparities.

For example, Leadership, Ethics, and Corporate Accountability highlights Google’s push for DEI initiatives, including:

• Funding research on why fewer students who identify as female or are from underrepresented groups enroll in computer science programs
• Offering financial support to science, technology, engineering, and math (STEM) programs in underrepresented communities
• Forming recruiting teams that establish a “pipeline program” with universities that have large populations of underrepresented students

These align with what Harvard Business School Professor Nien-hê Hsieh calls “the pipeline problem” in Leadership, Ethics, and Corporate Accountability .

“There simply aren’t enough qualified members of underrepresented groups available to hire for these jobs,” Hsieh says. “In the United States, this theory points to patterns like fewer women and Black people receiving degrees in science, technology, engineering, or math than their male, white, or Asian counterparts.”

Make Your Organization More Equitable

When implemented properly, DEI’s benefits can't be overstated.

“The underlying point of DEI is to understand the impact of culture and the way we do things in business strategy,” King says.

If you want to promote DEI, Leadership, Ethics, and Corporate Accountability can help you learn how to make ethical leadership decisions and create a fair workplace culture through interactive learning activities and real-world business examples.

Ready to champion DEI at your organization? Enroll in Leadership, Ethics, and Corporate Accountability —one of our online leadership and management courses —and download our free leadership e-book on how to become a more effective leader.

About the Author

The Importance of Cultural Diversity in the Workplace

Let’s face it, today’s business world is set on a global stage. Technology is just one factor that’s making our world smaller and giving companies of all sizes the freedom to recruit the best people, wherever they are. And as technology takes great strides into the future, the people who access it are jogging along in tandem.

Millennials are shaping the workplaces of today and the future. And the words on everyone’s lips is “cultural diversity.” It’s a trend that’s most definitely here to stay. But first, what exactly is cultural diversity?

For an actual definition, turn to The Oxford Dictionary. Here you’ll find it described as, “the existence of a variety of cultural or ethnic groups within a society” [1]. In other words, it’s a population where all differences are represented. From a business perspective, types of workplace diversity include, “race, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation” [2].

And with our political and worldwide backdrop, it’s imperative to understand what cultural diversity in business looks like. It’s not about tokenism and conforming to expectations.. From creating varied perspectives, to driving innovation, there’s a lot to be said for fostering this culture.

In this article, we’ll run through the importance of cultural diversity and its benefits. Designed as an expert guide to cultural diversity, we’ll answer those key questions. Through helping you improve understanding of this topic within your organization and develop a guide on how to promote cultural diversity in the workplace.    

What is cultural diversity?

Culture is what shapes us, it is the reason we have certain beliefs, influences how we behave and is what gives us our identity. Cultural diversity is the representation of different cultural and ethnic groups in society.

When talking about cultural diversity in the workplace, it is the inclusion of employees from different backgrounds, different races, different sexual orientations and different political views [3]. The term cultural diversity encourages an environment of inclusion, with representatives from a range of various backgrounds that come together to work as a team.

It’s easy to talk about the theory and definitions of cultural diversity, but when it comes to creating that within an organization, it very much depends on the practices used during the hiring process.

Why is cultural diversity important?

We’ve touched on the idea of the benefits cultural diversity offers, but equality and diversity are something that hasn’t just received lip service within the media. There’s been extensive research into its positive effects and the importance of business inclusivity .

Studies looking at why cultural diversity is important give us solid stats to work from when thinking about its benefits. For instance, economically, research shows that the 43 most diverse public corporations were 24% more profitable than the S&P 500 [4]. Other studies show that almost 95% of directors agree that diversity brings unique perspectives [5].

Ultimately, workplace diversity and inclusion allow businesses to build teams that bring different viewpoints and talents to the mix, increasing innovation and driving higher revenues.

Types of workplace diversity

To get a deeper understanding of what cultural diversity looks like, you need to start with a rundown of different types of recognized workplace diversity.

We are all defined by characteristics that go beyond the basic HR capture forms. We could write an everlasting list with all the types of cultural diversity with this theory in mind.

In HR terms, there are a few primary types of diversity characteristics to bear in mind [6]:

• Gender – women make up a bigger percentage of the workforce than ever before. But there is still a gap in terms of fair pay and the percentage of women in leadership roles.
• Race and ethnicity – as ethnic and racial identities evolve, standardized forms with ethnic groups fail to hit the mark. By opening the conversation with employees and candidates on race and ethnicity, this goes a step towards improving cultural diversity.
• LGBT – the LGBT community includes a complex range of people in terms of backgrounds, experiences and challenges. To work towards eliminating discrimination, careful attention needs to be paid towards a strategy as an LGBT employer.
• Age – both younger and older workers can be discriminated against in terms of preconceptions. Through steps like opening apprenticeships to all ages and providing cross-generation mentoring programs, these prejudices can be addressed.
• Workers with disabilities – disabilities can cover many differences, from the ability to form social relationships to physical disabilities. Part of this can be helped with a neurodiversity program, as well as fighting against negative perceptions.
• Mental health – focusing on mental health along with workplace wellness support can combat a variety of issues, from absenteeism to behavioral problems.
• Neurodiversity – recognizing and providing a supportive environment for those with neurological differences that include dyslexia, autism and Tourette’s helps organizations to celebrate differences and the benefits they can offer in well-matched job types.
• Thought style – different personalities and thought styles can enhance creativity if the individual and the role are well matched. In contrast, it can cause stress if ill-matched.

It’s worth noting that this is by no means an exhaustive list. To be truly diverse, researching and considering other differences from marital status, to education, language and accents, all come into the mix [7].  

Six benefits of cultural diversity in the workplace

The benefits of diversity are long and varied. But here are our headline three benefits to fostering a culturally diverse policy in your organization.

1. Cultural diversity helps develop and maximize skillsets  

A culturally diverse workplace empowers people to develop their talents and skills. A range of ideas and expertise enables those to learn from a more diverse collection of colleagues.

It can also boost problem-solving capabilities and increase happiness and productivity. In an environment where all voices are heard, this spirit of innovation and encouragement to contribute can drive business success [8].

2. Cultural diversity improves the recruitment process

Surveys show that two-thirds of candidates cite diversity as an important consideration during a job hunt [9]. By developing a strategy for cultural diversity, you can broaden your appeal to prospective employees, and reach out to more high-level candidates across the globe.

3. Cultural diversity can help you to retain talent  

Aside from attracting a broader talent pool in the first place, cultural diversity is the key to building the ideologies of respect between company and employee, and cooperation. In turn, this makes you a more attractive proposition to valuable candidates making you stand out in the marketplace.

4. Cultural diversity improves your teams creativity

Studies have shown the positive impact a culturally diverse workforce can have on a team and companies creativity. By bringing together people from different backgrounds you will see a more diverse series of solutions to issues and approaches to projects you might have.

A more diverse workforce allows you to bring new ways of thinking into the business that can be applied in many different ways. By listening to each employee's voice and way of thinking, a company will no longer be pigeon-holed in one direction.

A company that actively encourages diversity in the workplace will see more perspectives being discussed and more solutions being thought of than ever before. This can inspire employees to perform to the highest of their abilities.

5. Cultural diversity can help increase employee engagement

The best way to learn about other cultures and ethnicities is by talking to someone with that background. Research can only get you so far and has a far less personal touch. By communicating with someone with a different culture or background you not only gain firsthand knowledge, you connect with someone directly.

Employees who engage with others about their background during lunches or out of hours drinks will feel better connected to a company, feel truly listened to and in turn engage further with their colleagues and the business.

Employee engagement helps build trust, starting from the very top and moving all the way down throughout the company. Engagement is always positive for the company, it can lead to greater motivation, collaboration and loyalty.

6. Cultural diversity will improve your company’s reputation

A company that employs people from all different types of cultures and backgrounds will be considered a good employer. This reputation amongst employees will elevate a company’s standing and attract more people to come and work there.

Your company’s reputation amongst its customers is one of the most important things. Customer service and reputation can be greatly improved through a diverse workforce, with different employees being able to assist customers in a more personal way thanks to shared experiences and understanding.

Examples of cultural diversity at work

The proof is there for the taking if you want to see just how effective cultural diversity in the workplace can be. Here are three of our favorite examples to give you some inspiration.

Johnson & Johnson

Top of the list in a few guides on the subject. Johnson & Johnson bring a true company-wide approach to cultural diversity. From using technology to eliminate gender bias, to training interviewers to recognize and combat bias during the hiring process. 

With 4,000 languages available to users, Google brings a real-world solution to a global audience. This has been the driving force behind the company’s success. Their motto is inspiring, “never judge a search engine by its interface".

Ranked number 21 on DiversityInc’s 2019 list [10], Kellogg’s has more women in leadership roles than the national average. A third more. And they promote benefits such as longer maternity pay.  

How to manage and promote workplace diversity

As such a complex topic, there are naturally big challenges that come with developing a culturally diverse strategy in the workplace.

It is best to look at this from two different perspectives to help improve diversity, promote it and ensure the messages are being understood. It can be broken down into what the business can do and what the employees can do.

When it comes to what a business can do to manage and promote diversity across the organization, strategies that can be implemented include:

• Boosting your cultural competency
• Encouraging and embracing different viewpoints
• Offering implicit bias training
• Promoting the use of mentors [11] [12]

Employees also have their own responsibility when it comes to managing and promoting diversity. For many, there will be opportunities to introduce colleagues to their culture and background and teach them what they should know and understand such as:

• Organizing events celebrating their culture
• Volunteering in organizations that serve the needs of underrepresented groups, this can be done as a team building exercise

How to manage a culturally diverse team

Understanding that globalization has caused the positive cultural chasms that have created culturally diverse teams is part of the equation that organizations need to face. With greater employee mobility and even more organizations now making the effort to develop virtual teams, coming across more diverse teams is only going to grow.

However, there are challenges when it comes to developing the right management structure and identity when it comes to building a culturally diverse team. A multicultural team is a team whose members originate from various countries and cultures. Naturally, these people speak different languages as well.

It’s things like language which are sometimes easy to identify as part of how to manage a diverse team, but it’s not always easy to understand how you can best do it.

We are going to take a closer look at the kinds of things you need to know when it comes to managing a culturally diverse team. The biggest caveat will depend on the structure/diversity within the team as to how widespread some of these issues will occur when managing your own team.

Encourage cultural sensitivity from the offset

You need to start the process of cultural sensitivity from the offset, it’s not something that you can ingrain later in the career journey for many. From hiring to onboarding, it’s important to make this a priority. 

Understanding if a candidate is culturally sensitive during an interview is essential, especially in a large multicultural work environment. Another thing to promote is cross-cultural training in your on-boarding process. This will instil multicultural values right from the start and make it clear to new hires what is expected of them, as well as giving them the skills they need to work well in a multicultural environment.

Reinforce these values regularly. Have a clear company culture that respects diversity and communicates it often.

Consider and accommodate different cultural habits and requirements

A multicultural workplace should focus on bringing together culturally diverse needs that are directly related to work, but also more broader needs and habits. 

Think of things like food provided in the staff canteen or at work events that are culturally inclusive i.e. vegetarian and halal options. You may even want to consider quiet rooms for prayer or meditation to match cultural needs.

Consider different communication styles

There really is no one-size fits all approach when it comes to better managing culturally diverse teams. Importantly, different cultures have different ways of communicating, and your style of communication may not be the best appreciated by some.

That’s why you have to understand that there may be different communication styles in order to better manage people and the situation you may also find yourself in. It’s easier to try and learn the basics in different verbal and non verbal cues, or the use of phrases which can help in putting a point across or understanding if there are difficulties.

Plan around time zone differences

This is going to apply to the teams who work virtually and around the world but, remembering that different people are in different time zones is essential. It could be that you’re based on the west coast of the United States working with Europe. When they are about to log off for the day, you may be starting. Understanding the time differences can help you better achieve your goals.

Another thing to consider is if you’re working with teams who follow strict religious code and may be at prayer when you want them to work or have scheduled a meeting. Get a timezone application to help you better plan your working days with teams around the world.

Organize suitable training

The purpose of this type of training is to overcome cultural challenges at the office. This is a good way to get people to get to know each other and educate themselves about various cultural beliefs.

This training should highlight:

• How to minimize the culture barriers
• How to avoid stereotypes and prejudices
• How to appreciate your own and the skills of other cultures
• How to improve your social skills
• How to become a better listener
• How to aim your attention on common principles rather than differences
• It is important to keep this training bespoke to the needs of the team.

Avoid stereotypes

It is sometimes a bit too easy to get confused between cultural differences and stereotypes. Understanding how people behave and respond in a business environment is essential, especially when there are clear differences but making vast generalizations is counterproductive.

To avoid stereotyping, become acquainted with every team member and get to know them on an individual level. You will realize culture shapes behavior but ultimately does not dictate it.

Approach feedback sensitively

Being able to provide your team with honest and constructive feedback is essential part of leadership and management duties. Your colleagues deserve to know the truth about the quality of their work, be it positive or negative.

Honest feedback for a multicultural team is essential however, it needs to be done with a level of understanding. Different cultures and nationalities respond to feedback in different ways. Some cultures may find that constructive feedback can feel negative whilst others, like American culture will be positive verbally whilst negative in a written manner.

Understanding these differences can contribute to better feelings overall when managing different cultures and staff.

Cultural diversity in the workplace challenges

It’s not always an easy road to creating a culturally diverse workplace. While different companies will experience their difficulties along the way, there are some common themes to watch out for.

They include preconceptions from underrepresented cultures on being marginalized, misinterpretation across cultures and languages, the intricacies of employment law, and conflicting working styles and etiquette [13].

Working with Thomas

As a specialist that helps companies to realize the true potential in their people, we at Thomas are experts in helping you to develop culturally diverse strategies.

Our psychometric assessments increase diversity and inclusivity by removing unconscious bias from the recruitment process which can be influenced by a hiring manager’s background, cultural environment and personal experiences.

By mitigating bias and increasing a manager’s self-awareness, this leads to stronger decision making that isn’t reliant on gut reaction or instinct.

References:

• https://www.lexico.com/en/definition/cultural_diversity
• https://www.thebalance.com/cultural-diversity-3306201
• https://www.forbes.com/sites/forbescoachescouncil/2019/09/13/the-benefits-of-cultural-diversity-in-the-workplace/#68f8988671c0
• https://www.allegisgroup.com/en-gb/insights/blog/2018/april/workplace-diversity-types
• https://builtin.com/diversity-inclusion/types-of-diversity-in-the-workplace
• https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/#creativity
• https://www.glassdoor.com/about-us/twothirds-people-diversity-important-deciding-work-glassdoor-survey-2/   
• https://www.diversityinc.com/the-2019-top-50-diversityinc/
• https://www.bentley.edu/news/7-ways-promote-diversity-workplace
• https://www.hult.edu/blog/promoting-diversity-in-workplace/
• https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/#talent

Please select which Thomas product you would like to sign in to

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Diversity and Inclusion Efforts That Really Work

• David Pedulla

A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life. In this article, David Pedulla summarizes the main findings. First, organizations should set goals, collect data, and hold people accountable for improving diversity within the organization. Second, organizations should abandon traditional discrimination and harassment reporting systems—these often lead to retaliation. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can not only play a critical role in reducing retaliation but also provide fuel for organizational change. Third, organizations should check to ensure that technologies used to assist in hiring and promotion aren’t inherently biased. Fourth, companies must avoid tokenism. Finally, organizations should get managers and other leaders involved in diversity programs from the start. This will increase buy-in and lead to smooth implementation.

Five best practices.

In the wake of major social and political changes over the past decades, leading companies are taking steps to increase diversity, equity, and inclusion. Yet progress in most sectors remains tepid. Programs designed to increase diversity and inclusion in the workplace often fail . So that leads to a natural question: What’s actually working?

• DP David Pedulla is an associate professor of sociology at Stanford University.

Partner Center

Managing Diversity in the Workplace Problem Solution Essay

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

Introduction

Globalization and advancements in information and communication technology have caused tremendous changes in various sectors of the economy, especially, the hospitality industry. Many businesses in the hospitality industry have joined the global market in the last decade.

This move has been informed by high competition in the domestic market, globalization and improvements in the exportation and importation of services. Consequently, most businesses serve customers from diverse socio-economic backgrounds. Furthermore, most organizations have had to employ people from different social and cultural backgrounds.

This has led to the emergence of a diverse workforce in the modern workplace. Diversity refers to the “variety of experiences and perspectives which arise from differences in race, culture, religion, mental/ physical ability and gender”. Thus, diversity refers to the human characteristics which are significantly different from our own attributes.

Diversity also includes differences in work experience, educational achievements, as well as, geographical location. These differences affect how people interact at the workplace. They also affect employees’ performance, motivation, as well as, career development.

Through diversity management, businesses can understand how socio-cultural differences affect the performance of their employees. Diversity management refers to the process of bringing together individuals with different social, economic and cultural backgrounds into a cohesive, harmonious and productive unit.

It involves examining and reforming organizational structures that prevent inclusivity at the workplace. Empirical studies show that effective diversity programs are beneficial to the organization. Concisely, they facilitate high productivity, motivation and innovation among employees.

Ignoring diversity, on the other hand, is likely to cause low morale, discrimination and poor performance in the organization. Thus, every organization should focus on effective diversity management in order to improve its competitiveness in the industry. This paper will shed light on the concept of diversity in the context of the hospitality industry. Additionally, my human resource functions in the industry will be presented.

Causes of Diversity

Diversity at the workplace has been caused by the following factors. To begin with, the number of immigrants has increased in the country. Immigrants usually come from different cultures. Thus, hiring immigrants results into a multi-cultural workforce. Enforcement of antidiscrimination laws has also forced many employers and citizens to be tolerant to people who come from different cultures and social orientations.

Most labor unions advocate for equal employment opportunities to all citizens irrespective of their social backgrounds. Thus, employers have embarked on improving diversity in their organizations in order to avert any opposition from labor unions.

Demographic shift is another factor that has contributed to diversity at the workplace. Many businesses in the hospitality industry have had to employ individuals who understand the needs of the most important generations. For instance, hotels and restaurants that target the youth normally include youthful employees in their management teams in order to enhance product development.

As competition increase in the domestic market, most companies have had to join international markets. Due to legal and political issues, multinational companies have been forced to recruit employees in the overseas markets. Additionally, sending expatriates to work in overseas subsidiaries tend to be expensive. Thus, most multinationals have employees from different socio-cultural backgrounds.

The Benefits of Diversity Management

Human resource managers need to focus on diversity management due to the following reasons. First, diversity management enables businesses to attract, hire and retain the best talent in the market. Research shows that jobseekers prefer to work for companies that are tolerant to cultural, racial and ethnic diversity.

In this regard, a firm that promotes diversity is likely to attract the best talent. In the hospitality industry, the success of product differentiation and customer service improvement efforts depends on the competencies of the employees.

Consequently, demand for highly talented employees has been on the rise. However, businesses can still access the best talent by incorporating diversity management initiatives in their human resource policies.

Second, diversity management helps in reducing the costs associated with labor turnover and absenteeism. Labor turnover and absenteeism tends to be high in organizations whose managers pay little or no attention to employees’ feelings, perceptions and differences.

Such organizations are also characterized by cases of discrimination and low staff morale. These factors normally precipitate mass exodus of employees from organizations. Third, high commitment among employees can be achieved through diversity management.

In this case, managing diversity helps managers to create a sense of belonging among employees. It also helps in improving interactions/ relationships in the organization, as well as, building cohesion and tolerance among staff members.

Fourth, diversity management enables companies to improve their reputation and to develop a positive rapport with local communities. Organizations with weak diversity management structures tend to have poor reputation and financial performance. Last and most importantly, managing diversity is one of the best ways of improving the performance of the business.

Focusing on diversity enables managers to acquire knowledge on the best strategies for operating in different cultures. In the hospitality industry, high customer satisfaction can be achieved if the customers’ cultural orientations are taken into account during product development.

In this regard, it is important to hire people who understand the customers’ culture in order to develop the right product. Furthermore, the best marketing strategies can be developed if the process is led by people who understand the market.

For instance, most multinational hotels usually recruit their marketing executives from the markets in which they operate. The rationale of this strategy is that locals have a better understanding of the market. Consequently, they are likely to develop marketing plans and policies that reflect the needs of the market.

Negativity of Diversity

The benefits of diversity can only be realized if it is well managed. Diversity can also be a major source of poor financial performance, especially, if it occurs in a clandestine manner. Generally, large organizations tend to take deliberate measures to hire a diverse workforce. Consequently, they are ready to manage the challenges associated with diversity.

However, small organizations tend to recruit people from different social backgrounds without realizing that they are creating diversity in their workforce. In this case, diversity is likely to have negative effects in the organization. Some of these effects include the following.

To begin with, diversity is likely to cause communication problems. It is apparent that people from different cultures are not likely to speak the same language. This leads to communication barriers in the organization. Communication barriers have both internal and external impacts.

At the internal level, it hampers coordination of work and relationships among employees. Work coordination becomes difficult if the employees are not able to understand each other. Additionally, instructions from managers and supervisors can be misinterpreted due to poor understanding of the language that is being used at the workplace.

Companies whose employees have a low command of the national language are likely to offer poor customer service. In order to address the problem of language barriers, most organizations usually employ interpreters to facilitate communication among employees. However, employing interpreters involve high costs which reduce the business’ ability to expand.

At the external level, communication barriers can lead to misunderstanding between the company and the public. For instance, incorrect use of a local language in an advert can cause public outrage and loss of customers. Additionally, communication barriers hamper effective exchange of feedbacks between the organization and the public or customers.

Diversity is one of the major causes of cultural resistance at the workplace. It changes the nature of relationships and interactions at the workplace. Employees who lack training on diversity are likely to be intolerant to foreign cultures.

Consequently, they will tend to interact only with people from their cultures. This leads to poor cooperation and teamwork. Additionally, cases of discrimination and low morale tend to be high in organizations in which employees resist foreign cultures. The tensions associated with cultural resistance eventually results into low productivity.

Diversity Management Strategies

Effective diversity management involves “planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized”. As a result, the organization will be flexible and adaptable to emerging market needs. The process of managing diversity must be led by individuals who possess the right skills and knowledge.

In general, the following skills are required for effective management of diversity. The manager should have a good understanding of diversity concepts and how to apply them within the organization.

Consequently, the process should be led by a person who has undergone training about diversity and has experience in applying the acquired knowledge. The manager should recognize that diversity is embedded in all aspects of management. This means that the manager should be able to incorporate diversity management initiatives in every role or duty that he performs at the workplace.

Self-awareness is also important in diversity management. The manager should understand his own culture and learn to make decisions that are free from cultural bias. It is also important to understand the cultures of other employees in order to avoid making decisions based on stereotypes and assumptions.

In a multicultural workforce, understanding the culture of every employee can be very difficult. However, the manager should be willing and able to learn the cultures of his employees. Finally, the manager should be willing to challenge organizational practices that encourage intolerance at the workplace. The specific strategies for managing diversity include the following.

Ensure Management Commitment

Diversity management is likely to be effective if the process is supported by the company’s top leadership. In this regard, the management plays the following roles. First, the management is expected to demonstrate commitment, as well as, accountability. The management should be able to indentify the most appropriate performance measures to be used in diversity management.

The measures must be relevant and acceptable in the organization. Additionally, the management should set specific performance targets to facilitate effective management. In a nutshell, the targets should be used as benchmarks for monitoring the progress of diversity management programs on a regular basis.

The management should also allocate adequate resources to support the implementation of diversity management initiatives. The required resources include personnel, funds, technology, as well as, training facilities.

Second, the company’s management should clearly communicate the importance of diversity. This will enable all members to understand the value of an inclusive and harmonious work environment. Additionally, clear communication will enable the management to win the support of junior employees in its quest for cohesion at the workplace. Management meetings can be used to articulate the importance of diversity.

However, management meetings are likely to lockout junior employees in the discussions concerning diversity. Consequently, the management can take advantage of company events such as end of year parties to engage employees in discussions about diversity. Additionally, line managers can use informal sessions to discuss various aspects of diversity with the junior employees.

Finally, the company’s leaders should be role models to all employees. They should actively participate in the implementation of diversity management initiatives. For example, managers should participate in diversity training programs in order to encourage other employees to do the same.

Similarly, managers should be part of employee network groups in order to strengthen their relationships with junior staff members. The behavior of top managers should be informed by the organization’s values that promote diversity. For instance, managers should avoid behaviors such as favoritism.

Reform Human Resource Functions

Diversity management initiatives should be incorporated in human resource functions. Concisely, the initiatives must be reflected in activities such as staff recruitment, staff compensation, performance appraisals and dispute resolution. During staff selection, human resource managers should accept applications from a diverse applicant pool.

Affirmative action can be used to ensure that applications are received from all groups of potential employees. During interviews, specific skills and personal attributes must be identified and used to select the employees. For instance, the company can focus on recruiting people who are able to tolerate cultural differences.

Similarly, people who can speak different languages can be hired in order to minimize the conflicts caused by language barriers. The interviews should be conducted by a panel that consists of people from diverse socio-cultural backgrounds.

Applicants should be hired based on academic qualifications, leadership skills and work experience rather than personal attributes such as race, age or gender. Staff performance appraisals should be based on productivity and work related variables such as leadership skills and relationships with other employees. Similarly, promotions and pay rises should be based on performance.

Adequate training is an important aspect of diversity management. In a multicultural workforce, employees must be trained on the importance of diversity. Such training will enable employees to appreciate their differences and focus on cohesion. Through training, employees will acquire skills for managing disputes that might arise due to their cultural differences.

The training process should be led by qualified personnel. Outsiders can be invited to provide expert advice in the training sessions. Since cultural change takes place over a long period of time, training on diversity should be offered on a continuous basis. Furthermore, the training should be incorporated in the employee orientation programs. This will help new recruits to understand the importance of diversity and how to achieve it.

My Human Resource Management Functions

The human resource manager plays an important role in the hospitality industry, especially, in hotels and restaurants. Human resource management in the hospitality industry tends to be different as compared to other industries. The industry provides a series of services whose quality depends on the employees’ competencies, motivation and attitude towards work. Besides, the industry primarily serves tourists from different cultures and social backgrounds.

Thus, the individual tastes and preferences of each customer must be considered in all operations in the industry. Employees play a fundamental role in the provision of excellent services to customers. However, this can only be achieved if the employees are well managed.

Hence, the importance of human resource department in the hospitality industry becomes apparent. The responsibilities of human resource executives include staffing, training employees and designing job descriptions. They also formulate and implement policies that guide staff compensation and employee retention. These functions are applied as follows in the hospitality industry.

Recruitment

Success in the hospitality industry begins with the hiring of the right employees. In this regard, the recruitment process must help businesses to hire people with the right attitude, as well as, behavioral attributes. During the selection and recruitment process, several assessments are often used to determine the work orientations of potential employees.

These assessments include the applicants’ work values, personality, as well as, interpersonal skills. The applicants’ problem solving abilities should also be taken into account. These attributes help human resource specialists to determine the applicants’ ability to offer services in the hospitality industry.

High labor turnover is one of the major challenges in the hospitality industry. Many employees usually quit within their first year of employment in hotels and restaurants. The main causes of high turnover in the industry include poor pay, lack of growth opportunities, unfavorable work conditions and inability to cope with workload.

High turnover is costly to businesses in terms of lost productivity, high cost of replacing employees and loss of talented staff. Consequently, reducing turnover helps in saving time, money and increasing productivity. This can be achieved through employee retention policies such as introducing flexible work schedules in order to prevent fatigue.

Obtaining feedback from the employees concerning work processes and organizational policies help in understanding workers’ concerns. Turnover can be reduced significantly if the grievances of the employees are addressed in time. Additionally, promoting cultural tolerance helps in retaining employees in a diverse workforce.

Training and Development

Training and development is one of the most important human resource functions in the hospitality industry. Training helps in imparting knowledge, skills and abilities to workers. Consequently, it contributes to innovation, product development and improvement of customer care services.

However, most businesses in the industry are yet to realize these benefits since their investments in staff training tend to be a reactive process. Such businesses use training as a means of coping with immediate problems such as poor service quality.

Staff training and development can be beneficial if it is conducted in a proactive manner. In this regard, the role of a human resource specialist is to identify employees’ training needs. He is also responsible for developing a suitable training program in order to bridge the identified skill gaps among employees. Training and development can be done on-the-job or off-the-job.

On-the-job training is the most suitable for hotels and restaurants since it involves learning by doing. It enables employees to acquire practical skills as they also create value to the organization. However, on-the-job training can be abused if its implementation is not well planned.

Hence, its implementation requires proper planning, structure, as well as, supervision. Off-the-job training is often done in a learning institution through lectures, discussions and practical sessions. It helps employees to acquire conceptual skills on various aspects of their jobs.

Performance Appraisal

It is important to evaluate employees’ performance in order to determine their strengths and weaknesses. Empirical studies have shown that most employees often quit their jobs due to biased or unfair performance appraisals. A fair appraisal system can help in reducing biases in performance evaluations. Businesses such as hotels should adopt a 360 degrees appraisal system to evaluate their employees.

The evaluation system should focus on productivity and the behaviors of the employees. Feedback or information about productivity and behavior should be obtained from various stakeholders such as customers, managers, colleagues and suppliers. Additionally, the managers should be evaluated by their juniors in order to provide a balanced view on their performance.

Facilitating inclusiveness

Providing services in the hospitality industry requires effective coordination among employees. Effective coordination and interaction among employees is often achieved by creating a work environment that is not only inclusive, but also harmonious. Promoting inclusivity is also one of the best ways of managing diversity in the hospitality industry.

Strategies for promoting inclusivity include the following. Formal and informal activities such as sports can be organized to promote teamwork among workers. Workplace designs should facilitate interaction at the workplace.

For example, hotels usually design their kitchens in a manner that facilitates sharing of equipment among cooks. Additionally, locating cooking stations in a central place facilitates consultations among cooks and other kitchen staff members.

Some hotels and restaurants have buddy systems in which new recruits are assigned to the incumbents to foster relationships and interactions. Similarly, employee networks have been used successfully to promote inclusivity in most hotels. These networks usually consist of employees who share some work attributes such as being members of the same department.

Mentorship programs are often provided through these networks in order to promote productivity and tolerance among employees. Large organizations often use employee networks to involve workers in decision making processes.

In this context, employee networks are used to enhance autonomy, creativity, as well as, cooperation among workers. For example, cooks in a hotel can use informal meetings to discuss alternative cooking methods. Their conclusions can then be forwarded to the management for consideration and approval.

Rewarding Employees

Employees’ compensation packages should reflect the value of their effort at the workplace. It is the responsibility of the human resource manager to ensure that employees are adequately compensated. An effective compensation system helps in reducing labor turnover, as well as, improving motivation and productivity.

Employees whose shifts are longer than 8 hours should be compensated for the extra time. The compensation system should also promote productivity by rewarding employees for attaining or exceeding quality targets. In general, the compensation system should be fair and acceptable to all employees.

Diversity refers to the human characteristics that differentiate people from different socio-cultural backgrounds. These characteristics include race, religion, gender, work experience and academic achievements. These attributes affect interactions and employees’ performance.

Hence, appropriate diversity management systems must be put in place in order to maximize the benefits of diversity and to reduce its disadvantages. The benefits of diversity management include high productivity, recruiting the best talent, reducing labor turnover and improving the reputation of the company.

However, poor management of diversity can lead to discrimination, low morale and dismal performance at the workplace. The most important human resource functions in the hospitality industry include staff recruitment, retention, compensation, training, performance appraisal and promoting inclusiveness. Staff recruitment, training and promoting inclusiveness facilitate diversity management.

Staff retention and compensation policies help in improving staff motivation and commitment. Fair performance appraisal and appropriate staff training and development facilitate high productivity. Businesses in the hospitality industry should incorporate their diversity management initiatives in human resource management functions in order to succeed.

Alleyne, P., Doherty, L., & Greenidge, D. (2006). Approaches to HRM in the Barbados Hotel Industry. International Journal of Contemporary Hospitality Industry Management, 18(1) , 34-40.

Amirthaj, D., Kalist, R., & Vembar, V. (2011). HR Concepts in Hotel Industry Towards Employee Training and Development. International Journal of Human Resource Management, 1(1) , 44-56.

Bendl, R., Fleischmann, A., & Walenta, C. (2008). Diversity Management Discourse Meets Queer Theory. International Journal of Gender in Management, 23(6) , 382-394.

Cooke, L., & Saini, D. (2012). Managing Diversity in Chinese and Indian Organizations. Journal of Chinese Human Resource Management, 3(1) , 16-32.

Friday, E., & Shawnta, F. (2003). Managing Diversity Using a Strategic Planned Change Approach. Journal of Management Development, 22(10) , 863-880.

Groschl, S. (2011). Diversity Management Strategies of Global Hotel Groups. International Journal of Contemporary Hospitality Management, 23(2) , 224-240.

Kapoor, C., & Madera, J. (2011). Industry Perspective on Diversity Research. World Hospitality and Tourism Themes, 23(1) , 45-48.

Madera, J. (2011). Removing Communication Barriers at Work: What Workforce Diversity Means for the Hospitality Industry. International Journal of Contemporary Hospitality Management, 3(1) , 56-60.

Nicole, S., & Kapoor, C. (2011). Understanding and Managing Generational Differences in the Workplace. Worldwide Hospitality and Tourism Themes, 3(2) , 308-318.

Seymen, O. (2006). The Cultural Diversity Phenomenon in Organizations and Different Approaches for Effective Cultural Diversity Management. International Journal of Cross-Cultural Management, 13(4) , 296-315.

• Teamwork's Achievements and Challenges
• Concepts of Leadership Styles
• Labor Turnover in Hotels
• Managing Culture Diversity
• Managing Cultural Diversity: Sustain and Respect Cultural Identities
• Human Resource Management: Tourism and Hospitality Industry
• Recruitment Practices: Different Levels of Qualifications
• The Question of the Distributed Workforce under the Impact of Globalization Tendencies
• Training Evaluation: New Techniques and Strategies
• Finding a suitable consultant for BBB
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2019, April 12). Managing Diversity in the Workplace. https://ivypanda.com/essays/managing-diversity-in-the-workplace/

"Managing Diversity in the Workplace." IvyPanda , 12 Apr. 2019, ivypanda.com/essays/managing-diversity-in-the-workplace/.

IvyPanda . (2019) 'Managing Diversity in the Workplace'. 12 April.

IvyPanda . 2019. "Managing Diversity in the Workplace." April 12, 2019. https://ivypanda.com/essays/managing-diversity-in-the-workplace/.

1. IvyPanda . "Managing Diversity in the Workplace." April 12, 2019. https://ivypanda.com/essays/managing-diversity-in-the-workplace/.

Bibliography

IvyPanda . "Managing Diversity in the Workplace." April 12, 2019. https://ivypanda.com/essays/managing-diversity-in-the-workplace/.

May 8, 2023

Celebrating Our Differences: Inspiring Essays on Diversity and Inclusion

Ready to celebrate diversity and inclusion? Discover how to craft an exceptional essay on this important topic with our expert tips and real-world examples. Join us as we explore the power of diversity and its impact on individuals and communities alike.

Imagine yourself walking into a room full of people, each with their own stories to tell. What makes your story stand out? What makes your voice unique? This is the essence of a good diversity essay .

In your essay, you have the opportunity to show the admissions committee how your life experiences have shaped your perspective, identity, and aspirations. Through sharing personal stories, you can paint a picture of who you are and how you will contribute to the vibrant tapestry of the campus community.

Maybe it's growing up in a multicultural household that has taught you to value different perspectives and ways of life. Or, perhaps it's overcoming adversity and facing challenges that have made you a more empathetic and resilient person. Whatever your story may be, your diversity essay is a chance to showcase the richness and depth of your lived experiences.

As you craft your essay, think about how your unique background has informed your actions, beliefs, and goals. Share specific examples and anecdotes that bring your story to life, and make sure to emphasize how you will use your diverse perspective to contribute positively to the campus community. With a well-written diversity essay, you can show the admissions committee that you are more than just a set of grades and test scores - you are a unique and valuable addition to their community.

We have provided a guide as well as some essay examples to assist you in writing your essay about diversity. If you need inspiration for an essay, read them till last. But before we dig into the specifics, a basic understanding of diversity is necessary.

What is Diversity in actuality?

institutions. By recognizing and celebrating the unique experiences, viewpoints, and identities of students from diverse backgrounds, schools can create a more inclusive and welcoming environment that benefits everyone. Through diversity essays, students have the opportunity to showcase the strength of diversity and how it can contribute to the greater community. 

Scholarship options designed for historically underserved communities also demonstrate the importance of diversity in leveling the playing field and creating opportunities for all. Therefore, embracing diversity can lead to a stronger and more vibrant academic community.

What is Inclusion?

Inclusion is the practice of making a place where everyone, despite their differences, is treated with dignity and respect . It's the act of making sure nobody is held back from contributing to a group or community because of their identity or background.

Each person's race, ethnicity, gender identity, sexual orientation, financial background, ability, religion, and other characteristics are valued and celebrated through the practice of inclusion. It's not enough to just tolerate differences; we need to celebrate them and foster communities where everyone can feel safe and included.

To advance social justice and equity, inclusion is crucial. It allows people from all walks of life to meet one another, learn from one another, and work together towards a shared objective. Positive results for individuals and communities can result from their inclusion in more open, welcoming, and supportive settings.

Step-by-Step guide on how to write an essay on diversity and inclusion

Writing an essay on diversity and inclusion is an important task that requires careful planning and execution. In this step-by-step guide, we will provide you with a roadmap on how to write a compelling essay on this topic.

Here are seven suggestions to consider as you write your diversity statement.

Tell your story

Highlight any challenges you had to overcome while writing an essay. Tell the world about how you used to have to lug two 20-pound sacks of rice uphill to school every day. Recognize your privilege if you were born into affluence. Either way, you can utilize your experience to demonstrate your ability to empathize with kids who struggle to complete their education.

Focus on commonly accepted understandings of diversity and inclusiveness

Issues of race, gender, class, and sexual orientation should be given special attention. Don't try to soften your stance by mentioning, for example, how challenging it is to be a Kansan in Missouri. Write about racism, sexism, homophobia, transphobia, ableism, or another form of oppression that is well-known instead.

Avoid false parallels

When writing a diversity essay, it is important to avoid false parallels. False parallels are when two things appear to be similar, but in reality, they are different. To avoid false parallels, you must carefully examine the similarities and differences between the two things you are comparing. This will help you to make accurate and meaningful comparisons, which will ultimately strengthen your diversity essay.

Write about specific things you have done to help students from underrepresented backgrounds succeed

If you've never helped anybody before, now is the time to start. Become involved as a tutor at a low-performing school, help Habitat for Humanity construct homes, or adopt an antiracist pedagogical approach in your classroom. Not only will you gain valuable experience, but you can also use it to strengthen your diversity statement.

Highlight any programs for underrepresented students you’ve participated in

If you have participated in any programs for underrepresented students, be sure to highlight them in your essay on diversity. This could include programs focused on increasing access to education for students from disadvantaged backgrounds, mentorship or internship programs for underrepresented groups, or community service initiatives aimed at promoting diversity and inclusion.

By highlighting these programs, you can showcase your commitment to diversity and demonstrate how you have taken active steps to promote equity and inclusion in your community.

Write about your commitment to working toward achieving equity and enhancing diversity

Provide details on what you can bring to the table. You might express your desire to help existing programmes on campus or to start something brand new inspired by what you've seen elsewhere.

Modify your statement based on where you are sending it

When writing an essay on diversity, it's important to tailor your statement to the specific institution or audience you are addressing. Modifying your statement based on where you are sending it shows that you have taken the time to research the institution and understand its values and priorities. This can increase the likelihood of your statement resonating with the reader and ultimately being successful in achieving your goals.

3 Example essays on Diversity and Inclusion

The importance of diversity workforce, introduction.

Workforce diversity is a critical aspect of modern-day organizations. It involves hiring individuals from different backgrounds, cultures, ethnicities, genders, and ages. The concept of workforce diversity is gaining prominence as organizations are increasingly recognizing the benefits of having a diverse workforce. In this essay, we will explore the importance of workforce diversity, the challenges associated with it, and the benefits it offers.

Encourages Innovation and Creativity

Diversity brings together a wide range of perspectives and ideas that can help drive innovation and creativity. When people from diverse backgrounds come together, they can offer different viewpoints and ideas, leading to new solutions to problems.

Enhances Employee Engagement and Retention

Employees who feel included and valued are more engaged and motivated, leading to higher retention rates. When employees feel they belong and are appreciated, they are more likely to stay with the organization, reducing turnover costs.

Increases Global Competitiveness

Diversity in the workforce is crucial for organizations looking to expand globally. Organizations with a diverse workforce are better equipped to understand and navigate the cultural nuances of different countries and regions, making them more competitive in the global marketplace.

Promotes a Positive Image

Organizations that embrace diversity are viewed positively by the public, customers, and employees. A diverse workforce demonstrates that the organization values and respects individuals from all backgrounds, contributing to a positive brand image.

Resistance to Change

Implementing diversity initiatives can be met with resistance, particularly from those who believe that the traditional way of doing things is the best. It is essential to educate and raise awareness about the benefits of diversity to overcome this challenge.

Communication Barriers

When individuals from different backgrounds come together, there may be communication barriers due to language or cultural differences. It is essential to provide training and resources to overcome these barriers and foster effective communication.

Stereotyping and Bias

Stereotyping and bias can negatively impact diversity initiatives. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions.

Improved Decision-Making

A diverse workforce can provide a range of perspectives, leading to better decision-making. When individuals with different backgrounds come together, they can offer different viewpoints, leading to a more comprehensive and well-rounded decision-making process.

Increased Creativity and Innovation

Diversity can lead to new ideas and perspectives that can drive innovation and creativity. A diverse workforce can bring together different viewpoints and experiences, leading to new solutions to problems.

Enhanced Reputation

Improved Employee Engagement and Retention

When employees feel included and valued, they are more engaged and motivated, leading to higher retention rates. A diverse workforce can help create a sense of belonging, leading to improved employee engagement and retention.

Workforce diversity is crucial for modern-day organizations. It can lead to improved decision-making, increased creativity and innovation, and enhanced reputation. However, diversity initiatives can be met with resistance, communication barriers, stereotyping, and bias. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions. By embracing diversity, organizations can create a more productive, engaged, and innovative workforce.

2. The challenges of diversity in different institutions

Diversity is a term that describes the differences among people, whether they are cultural, ethnic, racial, linguistic, gender, or sexual orientation differences. While diversity is often celebrated, it can also pose challenges, especially in institutions such as schools, workplaces, and governments. This essay will explore the challenges of diversity in different institutions and how they can be addressed.

Challenges of Diversity in Schools

Schools are meant to be places where students can learn and grow, but diversity can sometimes be a challenge. Students who come from different backgrounds may face discrimination and exclusion from their peers, which can affect their ability to learn and thrive.

Teachers may also struggle to provide a curriculum that is inclusive of all students experiences and perspectives. Addressing these challenges requires a commitment to creating an inclusive environment where all students feel valued and respected.

Challenges of Diversity in the Workplace

Workplaces are becoming increasingly diverse, but this diversity can pose challenges. Employees from different cultural backgrounds may struggle to communicate effectively or may feel excluded from the workplace culture. Discrimination and bias can also be a problem, as can the assumption that everyone shares the same experiences and perspectives. To address these challenges, employers need to be proactive in creating a workplace culture that values diversity and promotes inclusivity. This can involve training and education for employees, as well as policies and procedures that support diversity and inclusion.

Challenges of Diversity in Government

Governments are responsible for serving diverse populations, but this can be a challenge. Members of different cultural and linguistic groups may have different needs and expectations from their government, and some groups may face discrimination or exclusion. 

To address these challenges, governments need to be proactive in engaging with diverse communities and ensuring that their policies and programs are inclusive. This can involve outreach and consultation with community groups, as well as the development of policies that reflect the needs and perspectives of diverse communities.

Ways to Address the Challenges of Diversity

Addressing the challenges of diversity requires a commitment to creating inclusive environments where all individuals feel valued and respected. This can involve several strategies, including education and training, policies and procedures, and community engagement.

Education and training can help individuals better understand the experiences and perspectives of those from different backgrounds. This can involve training programs for employees or professional development opportunities for teachers. It can also involve curriculum changes in schools that better reflect the experiences and perspectives of diverse students.

Policies and procedures can also play a role in promoting diversity and inclusion. This can involve policies that prohibit discrimination and harassment in the workplace or schools. It can also involve policies that promote diversity in hiring or that ensure that government programs and services are inclusive of all members of the community.

Community engagement is also an important strategy for promoting diversity and inclusion. This can involve outreach to community groups and the development of partnerships with organizations that serve diverse communities. It can also involve the creation of advisory committees or other mechanisms for engaging with diverse populations.

In conclusion, diversity is an important aspect of our society, but it can also pose challenges in different institutions. Schools, workplaces, and governments need to be proactive in creating inclusive environments where all individuals feel valued and respected. This requires a commitment to education and training, policies and procedures that promote diversity and inclusion, and community engagement. By addressing the challenges of diversity, we can create a more equitable and inclusive society for all.

3. Ideas on how to Reduce Discrimination in Society

Racial discrimination is a pervasive issue that has plagued society for centuries. It is a problem that continues to affect individuals and communities around the world. Discrimination is an act that denies individuals equal rights, opportunities, and treatment based on their race or ethnicity. The impacts of racism are far-reaching, and it affects individuals' economic, social, and emotional well-being. Therefore, there is a need for collective efforts to reduce racial discrimination and promote social justice. This essay discusses some of the best ways to reduce racial discrimination in society.

Education and Awareness

Education is a powerful tool that can help reduce racial discrimination. Education is essential in teaching individuals about diversity, equity, and inclusion. When people understand the impact of racism, they are more likely to become allies and advocates for change. Education can take many forms, such as books, documentaries, and workshops. 

Institutions can also incorporate cultural competency training into their curriculum to educate students and faculty members about the impact of discrimination. It is essential to recognize the different forms of discrimination, including implicit bias, microaggressions, and institutional racism, to address them appropriately.

Political Action

Political action is another way to reduce racial discrimination in society. Leaders at the local, state, and federal levels can enact policies that promote equality and diversity. Policies such as affirmative action and diversity initiatives can promote inclusion in the workforce and educational institutions. 

Politicians can also pass laws that make racial discrimination illegal and provide support to victims of discrimination. It is essential to recognize that racism is a systemic issue that requires political action to address.

Community Engagement

Community engagement is an important way to reduce racial discrimination. Building strong communities that are inclusive and diverse can help reduce racism. Communities can engage in activities that promote diversity, such as cultural festivals, food fairs, and art exhibits. 

These events can help build bridges between different communities and promote understanding. Community members can also engage in conversations about racism and work together to address it. This can create a sense of belonging and unity that can help reduce discrimination.

Diversity in Institutions

Institutions play a significant role in reducing racial discrimination. Institutions such as schools, businesses, and government agencies can promote diversity by recruiting and retaining individuals from diverse backgrounds. A diverse workforce or student body can help reduce discrimination by promoting inclusion and understanding. 

Institutions can also create policies that promote equality and diversity, such as flexible work arrangements, diversity training, and bias reporting systems. It is important to ensure that institutions are representative of the communities they serve to reduce discrimination.

In conclusion, reducing racial discrimination requires a collective effort from individuals, institutions, and political leaders. Education and awareness, political action, community engagement, and diversity in institutions are all effective ways to address discrimination. It is important to recognize that reducing discrimination is a long-term effort that requires commitment and perseverance. By working together, we can create a more inclusive and equitable society that values diversity and promotes social justice.

Final Words

In conclusion, embracing diversity and inclusion is crucial for creating a more equitable and harmonious society. Whether it's through recognizing and celebrating racial diversity and cultural diversity, fostering a sense of belonging for all individuals, or actively working to combat discrimination and prejudice, we must prioritize these values in all aspects of our lives. By championing diversity and inclusion, we can cultivate a richer, more vibrant world that values the unique perspectives and experiences of all people. By embracing diversity and inclusion, we can build a better future for ourselves and for generations to come.

If you are tired of struggling to write essays on diversity and inclusion and find yourself running short on time and needing assistance to meet your deadline then go for Jenni.ai! This powerful AI tool can help you write an essay in a matter of minutes. Jenni.ai eliminates the stress and pressure of essay writing, allowing you to produce high-quality content quickly and efficiently. With its innovative technology, you can enjoy originality and coherence in your writing without spending hours of writer’s block. Sign up for Jenni.ai today and take your writing to the next level!

Try Jenni for free today

Create your first piece of content with Jenni today and never look back

More From Forbes

3 benefits of diversity in the workplace.

• Share to Facebook
• Share to Twitter
• Share to Linkedin

Diversity in the workplace.

Diversity in the workplace means employing people of different ages, genders, ethnicities, sexual orientations, cultural backgrounds, and education levels. Not only is diversity crucial for creativity and social justice, but also research shows that a diverse workplace is good for the bottom line. In fact, companies with a diverse workforce are 35% more likely to experience greater financial returns than their respective non-diverse counterparts. 

A team that has a variety of worldview perspectives can educate employees and clients, and reach untapped customer demographics. This opens the conversation to new, unexplored, and different ideas. In fact, companies with greater diversity are 70% more likely to capture more markets . And with more markets comes a bigger audience which equals more profit. This can be a game-changer in the professional world.

And yet, employers still do not embrace diversity.

Roughly 57% of employees feel their company can be doing more. And 41% of managers admit to being “too busy” to implement diversity inclusion programs .

Here are 3 benefits to embracing diversity in the workplace. 

Diverse Teams Boost Creativity and Innovation 

Diversity has been shown to boost creativity , and it’s no secret that companies are always looking for the next big thing. In my experience, that dynamite idea usually comes from thinking outside-the-box. When people come from different backgrounds, have a variety of life experiences, and see the world in unique ways, multiple perspectives are brought to the table. 

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024.

The great part about that is, creativity comes naturally when you have diversity. 

In fact, the majority of CEOs, when asked, “What is the skill you value most in your people?” answered “Creativity.” That’s because CEOs see the positive correlation between creativity and innovation. 

People from a variety of backgrounds offer a handful of solutions, rather than one uninspired solution which is based on the same cultural voice. Diverse teams naturally eliminate the standard approach to problem solving.  

An increase in creativity within the workplace also helps to inspire unique marketing strategies. Research shows that companies that embrace diversity are 1.7 times more innovative . Customers feel more connected to and are more apt to buy from companies that use advertising that depicts culturally and ethnically diverse people. Diversity in advertising creates a positive reputation, increases marketplace awareness, and leads to a more diverse, and consequently, larger client-base.

Workplace Diversity Creates Greater Opportunities for Professional Growth

According to Gallup’s report, “How Millennials Want To Work and Live,” 87% of participants said career and professional growth opportunities were important to them . 

Companies that embrace ideas and practices from different perspectives create an inclusive culture where the employees become ambassadors for the company. Internal company advocacy attracts talented, ambitious, and diverse professionals. Roughly 64% of candidates research a company online before applying for an opening. An integral part of this research is what makes the company an attractive place to work.. And 1 in 3 will not apply for a position at a company that lacks diversity .  

Diverse teams can be professionally enriching as teammates are exposed to new skills and approaches to work. Additionally, colleagues have the opportunity to develop international networks. 

Naturally, teammates will learn about each other’s cultures. This leads to a broader understanding of the world on a much deeper level, which in turn, filters different perspectives into their own thinking, creating new thoughts and ideas. Unique ways of thinking and ideologies aid in decision-making, brainstorming, and boost workplace etiquette. 

Better Decision-Making

Research showed that diverse teams are better at making decisions 87% of the time over non-diverse teams. Diverse teams offer broader perspectives and bring more information to the table. 

Teams outperform individuals when making decisions and that improves as diversity increases . Our hardwired biases are mitigated by voices from diverse teams. Diversity in decision-making equates to profitability in the global economy as evidenced by a 70% likelihood of capturing new markets by companies with a diverse workforce . Companies with diverse teams are better able to meet the needs of a diverse customer base. 

Understanding the difference between which decisions are the big ones that may need a more creative approach and the ones that we can decide on auto-pilot, can set a team apart from its competitors. 

Though it may seem overwhelming when the voices of different cultures are contradictory, it’s essential to hear them all in order to decide what your next move as a team will be.

A team made up of diverse individuals makes it easier to break down cultural walls and take an inside look at what’s actually relevant and true to a specific demographic. Through diversity businesses can create a better understanding of other cultures and become “insiders” rather than “outsiders.” 

In my experience, culturally diverse voices working together on a team are overall more efficient and successful. It creates a safe place for employees and it positively highlights a company’s reputation.

• Editorial Standards
• Reprints & Permissions

The Fall cohort application deadline is August 25, 2024.  

Click here to apply.

Featured Posts

Harvard Ventures-TECH Summer Program (HVTSP) - Is It Worth It?

8 UCLA Summer Programs for High School Students

7 Math Camps for Middle School Students

Stanford University’s Summer Programs for Middle School Students

• 14 min read

7 Great Diversity Essay Examples and Why They Worked

Supplemental "diversity" or "community" essays are becoming increasingly popular components of college and university applications. A diversity essay allows you to highlight how your individual circumstances, values, traditions, or beliefs could contribute to the vibrant mix of cultures on a college campus.

The importance of the diversity essay lies in its ability to showcase aspects of your identity that may not be fully captured elsewhere in your application . It provides a platform for you to express your authenticity, highlight any obstacles or challenges you've overcome, and demonstrate how your unique viewpoints could enrich the learning environment. 

This trend is in part driven by institutions' heightened efforts to increase the diversity of their student bodies, as many elite schools have historically favored wealthy and/or white applicants. These diversity essays provide a valuable opportunity for students to give context about their identity and background, which supports colleges' missions of fostering more inclusive campus environments.

The push for diversity essays has been compounded  by the recent Supreme Court decision ruling affirmative action policies unconstitutional. With this ruling blocking colleges from directly considering an applicant's race or ethnicity in admissions decisions, many institutions have turned to supplemental essays as an alternative way to gauge how a prospective student's unique experiences and perspectives could contribute to a richly diverse student body. While not explicitly factoring racial or ethnic backgrounds into admissions, compelling diversity essays enable colleges to indirectly account for the varied identities and circumstances that applicants would bring to enrich the campus community.

However, even students who do not hold identities historically underrepresented at colleges, or face discrimination, are encouraged to approach the diversity essay thoughtfully. These essays allow all applicants to shed light on their individualized experiences that could add meaningful value to the institution's diversity and culture. Ultimately, colleges aim to curate an incoming class of students whose collective array of backgrounds fosters an environment of mutual understanding, intellectual growth, and cross-cultural exchange.

In this blog, we’ll walk through 7 examples of strong diversity essays, and give a brief discussion of the strengths and weaknesses of each one. 

Note that for the sake of concision, only the first 150-250 words of each essay is included in the article. You can find links to the full text of each essay at the bottom of the page!

1. Finding My Voice (Hopkins)

I looked up and flinched slightly. There were at least sixty of them, far more than expected. I had thirty weeks to teach them the basics of public speaking. Gritting my teeth, I split my small group of tutors among the crowd and sat down for an impromptu workshop with the eighth graders. They were inexperienced, monotone, and quiet. In other words, they reminded me of myself…

I was born with a speech impediment that weakened my mouth muscles. My speech was garbled and incomprehensible. Understandably, I grew up quiet. I tried my best to blend in and give the impression I was silent by choice. I joined no clubs in primary school, instead preferring isolation. It took six years of tongue twisters and complicated mouth contortions in special education classes for me to produce the forty-four sounds of the English language.

This essay is highly effective in several ways. The author opens with a vivid, engaging anecdote that immediately draws the reader in and provides context for the essay's overarching theme of finding one's voice. The personal story of struggling with a speech impediment as a child and overcoming insecurities to become a confident public speaker on the debate team is powerful and memorable. The essay’s beginning, where Jerry is faced with the daunting task of teaching public speaking to a large group of eighth graders, is reminiscent of his own struggles with communication.  This scene immediately captures the reader's attention and establishes a connection between Jerry's personal journey and the theme of the essay.

Throughout the essay, Jerry skillfully weaves together his experiences of overcoming a speech impediment and finding his confidence through participation in the debate team. He candidly reflects on the challenges he faced, such as stuttering and feeling like a "deer in the headlights," and how he persevered through practice and determination. By sharing specific anecdotes, such as watching upperclassmen and adapting his speaking style, Jerry demonstrates his growth and development over time.

The continued arc of the essay conveys the broader significance of Jerry's journey by highlighting how his newfound confidence extended beyond the debate team to his interactions in school and leadership roles. Through his own experiences, Jerry founded a program to help other students overcome their insecurities and find their voices, thereby paying forward the empowerment he received. The conclusion nicely ties back to the introduction and leaves the reader with a positive, uplifting sense of the author's journey and values.

One potential area for improvement could be spending slightly more time underscoring specific insights, challenges, or ways this experience shaped the author's goals and worldview could make the essay even more impactful for admissions officers evaluating the author's ability to contribute to a diverse community.

2. Protecting the Earth

I never understood the power of community until I left home to join seven strangers in the Ecuadorian rainforest. Although we flew in from distant corners of the U.S., we shared a common purpose: immersing ourselves in our passion for protecting the natural world.

Back home in my predominantly conservative suburb, my neighbors had brushed off environmental concerns. My classmates debated the feasibility of Trump’s wall, not the deteriorating state of our planet. Contrastingly, these seven strangers delighted in bird-watching, brightened at the mention of medicinal tree sap, and understood why I once ran across a four-lane highway to retrieve discarded beer cans.

Their histories barely resembled mine, yet our values aligned intimately. We did not hesitate to joke about bullet ants, gush about the versatility of tree bark, or discuss the destructive consequences of materialism. Together, we let our inner tree-huggers run free.

This essay captures the transformative power of community and shared values through the author's experience in the Ecuadorian rainforest. The opening sets a vivid scene, drawing the reader into the narrator's journey of joining a diverse group of strangers united by their passion for environmental conservation. By contrasting the indifference of their conservative suburban community with the shared purpose and enthusiasm of their newfound companions, the essay immediately establishes a theme of community and belonging. The examples of the group's enthusiasm and "inner tree-huggers" bring an authentic voice to the narrative.

In the body of the essay, the author skillfully portrays the camaraderie and mutual support within the group, despite their diverse backgrounds . The shared experiences of bird-watching, discussions about medicinal tree sap, and collective efforts towards environmental advocacy highlight the strength of their bond and the alignment of their values. Through anecdotes and dialogue, the author effectively conveys the sense of empowerment and inspiration derived from being part of such a community.

The essay additionally conveys the personal growth and transformation experienced by the author as a result of their time in the rainforest community.  The realization that they can make a difference in the world, coupled with a newfound sense of purpose and determination, serves as a powerful conclusion to the narrative. The essay communicates the importance of community in shaping one's beliefs, values, and aspirations, while also highlighting the potential for individual agency and impact.

Where the essay could be strengthened is providing more insight into how this experience will shape the author's future contributions to building and leading communities. While it's impactful to convey the determination instilled to devote one's life to environmental advocacy, expanding on the specific ways the author hopes to foster community around this work would add depth. Additionally, reflecting on the personal growth sparked by stepping outside one's insular worldview could highlight the importance of diversity of perspectives.  Overall, however, this is a strong essay that captures the power of an eye-opening experience bonding with others over shared values and passions.

3. Activism (Rochester)

To Nigerians,

It’s been eight years since we’ve been subjected to the tyranny of bad governance. Our medical systems have been destroyed, economy devaluated, and freedom of speech banished. But we need not worry for long. Just 5 years left!

By 2027, I will have explored the strategies behind successful revolutions in Prof. Meguid’s Introduction to Comparative Politics Class ( PSCI101) in my world politics cluster, equipping me to successfully lead us through the revolution we’ve eagerly awaited and install a political system that will ensure our happiness. With the help of the Greene Center, I will have gained practical experience of the biomedical engineering career field by interning at Corning’s biochemical department, enabling me to contribute to the rebuilding of our medical system. I will have developed a Parkinson-stabilizing device from my experience analyzing human motion with MATLAB in Professor Buckley’s BME 201-P class. I hope to later extend this device to cater for poliomyelitis, a disease that has plagued us since 1982. I will have strengthened my ability to put corruption under check through music by developing my soprano voice at Vocal point.

This essay, earning the author admission to the University of Rochester, blends a personal narrative with a vision for the future, demonstrating the author's determination to address the challenges faced by Nigeria through education and practical experience. The author begins by painting a stark picture of the current state of governance in Nigeria, highlighting the systemic issues that have plagued the country for years. This sets the stage for the author's ambitious plan to enact change within their homeland.

The author's strategic approach to addressing these issues is given a college admissions focus by outlining their academic and professional goals at the University of Rochester.  By detailing specific courses, internships, and extracurricular activities, the author demonstrates a clear path towards acquiring the knowledge and skills necessary to lead a revolution and contribute to rebuilding Nigeria's medical system. This strategic planning reflects the author's commitment to effecting tangible change and underscores their preparedness for the challenges ahead.

To further strengthen its impact, the author could provide more context or examples of their previous activism or engagement with Nigerian issues, with clear links between the specific experiences and opportunities at the University of Rochester and their goals. 

4. Taking Care of Siblings (Cornell)

He’s in my arms, the newest addition to the family. I’m too overwhelmed. “That’s why I wanted you to go to Bishop Loughlin,” she says, preparing baby bottles. “But ma, I chose Tech because I wanted to be challenged.” “Well, you’re going to have to deal with it,” she replies, adding, “Your aunt watched you when she was in high school.” “But ma, there are three of them. It’s hard!” Returning home from a summer program that cemented intellectual and social independence to find a new baby was not exactly thrilling. Add him to the toddler and seven-year-old sister I have and there’s no wonder why I sing songs from Blue’s Clues and The Backyardigans instead of sane seventeen-year-old activities. It’s never been simple; as a female and the oldest, I’m to significantly rear the children and clean up the shabby apartment before an ounce of pseudo freedom reaches my hands. If I can manage to get my toddler brother onto the city bus and take him home from daycare without snot on my shoulder, and if I can manage to take off his coat and sneakers without demonic screaming for no apparent reason, then it’s a good day. Only, waking up at three in the morning to work, the only free time I have, is not my cup of Starbucks. 

The opening scene of the essay, where the author holds their newest sibling while their mother prepares baby bottles, immediately sets the tone for the essay and introduces the central theme of familial responsibility and sacrifice.

The author candidly reflects on the challenges of balancing their familial obligations with their desire for personal growth and independence.  The author's frustration and sense of overwhelm are palpable as they navigate the demands of caring for multiple siblings while also trying to pursue their own goals and aspirations. The contrast between the author's responsibilities as the oldest sibling and their longing for "sane seventeen-year-old activities" effectively highlights the tension between duty and personal desires.

The message of the essay effectively communicates the author's resilience and determination in the face of adversity.  Despite the challenges they face, the author demonstrates a sense of agency and resourcefulness, such as waking up at three in the morning to work and finding moments of freedom amidst their responsibilities. This resilience reflects the author's inner strength and determination to overcome obstacles and pursue their dreams.

5. East Asian Bibliophile / Not “Black Enough”

Growing up, my world was basketball. My summers were spent between the two solid black lines. My skin was consistently tan in splotches and ridden with random scratches. My wardrobe consisted mainly of track shorts, Nike shoes, and tournament t-shirts. Gatorade and Fun Dip were my pre-game snacks. The cacophony of rowdy crowds, ref whistles, squeaky shoes, and scoreboard buzzers was a familiar sound. I was the team captain of almost every team I played on—familiar with the Xs and Os of plays, commander of the court, and the coach’s right hand girl.

But that was only me on the surface.

Deep down I was an East-Asian influenced bibliophile and a Young Adult fiction writer.

Hidden in the cracks of a blossoming collegiate level athlete was a literary fiend. I devoured books in the daylight. I crafted stories at night time. After games, after practice, after conditioning I found nooks of solitude. Within these moments, I became engulfed in a world of my own creation. Initially, I only read young adult literature, but I grew to enjoy literary fiction and self-help: Kafka, Dostoevsky, Branden, Csikszentmihalyi. I expanded my bubble to Google+ critique groups, online discussion groups, blogs, writing competitions and clubs. I wrote my first novel in fifth grade, my second in seventh grade, and started my third in ninth grade. Reading was instinctual. Writing was impulsive.

In this essay, the complexities of identity and personal growth are presented through a multi-dimensional portrait of the author's cultural experiences and interests. The opening vividly describes the author's immersion in the world of basketball, showcasing their athleticism and leadership on the court . The essay quickly moves into substantive analysis, revealing the author's passion for literature and writing, as well as their deep connection to East Asian culture and philosophy.

Through anecdotes and reflections, the author skillfully juxtaposes their outward persona as an athlete with their internal world as a bibliophile and writer. This contrast highlights the complexity of identity and challenges stereotypes, demonstrating that individuals can possess a range of interests and talents beyond societal expectations. The author's journey of self-discovery, from devouring young adult literature to emulating authors like Haruki Murakami, adds depth to the narrative and underscores their intellectual curiosity and growth.

The internal and external conflicts faced by the author are developed in the essay body, including the pressure to conform to stereotypes and the challenges of balancing multiple passions. The author's experiences of being judged and bullied for not fitting into narrow expectations highlight the importance of embracing individuality and resisting societal norms. The author unpacks their overall resilience and determination to pursue their diverse interests despite obstacles, including overcoming ACL injuries and transitioning to homeschooling.  By detailing their involvement in various extracurricular activities and nonprofit initiatives, the author demonstrates their desire to make a positive impact and empower others to reach their potential.

6. Instagram Post

On “Silent Siege Day,” many students in my high school joined the Students for Life club and wore red armbands with “LIFE” on them. As a non-Catholic in a Catholic school, I knew I had to be cautious in expressing my opinion on the abortion debate. However, when I saw that all of the armband-bearing students were male, I could not stay silent.

I wrote on Instagram, “pro-choice does not necessarily imply pro-abortion; it means that we respect a woman’s fundamental right to make her own choice regarding her own body.”

Some of my peers expressed support but others responded by calling me a dumb bitch, among other names. When I demanded an apology for the name-calling, I was told I needed to learn to take a joke: “you have a lot of anger, I think you need a boyfriend.” Another one of my peers apparently thought the post was sarcastic (?) and said “I didn’t know women knew how to use sarcasm.”

One by one, I responded. I was glad to have sparked discussion, but by midnight, I was mentally and emotionally exhausted.

This is a strong essay, effectively recounting a journey of self-discovery and activism, beginning with a pivotal moment of speaking out against the majority opinion on abortion rights at their Catholic high school. The author's courage in challenging societal norms and expressing their beliefs, despite potential backlash, is evident from the outset. B y sharing a personal anecdote of facing criticism and derogatory comments on social media, the author gives a clear look at the emotional toll of standing up for one's beliefs in the face of adversity.

The essay integrates the author's reflections on their evolving understanding of social justice and feminism, sparked by their experiences and research following "The Post." Through engaging with feminist literature and studying historical movements like the Civil Rights Movement , the author demonstrates a growing awareness of systemic inequalities and the importance of dissent in effecting change. The author's decision to volunteer with Girls on the Run and engage in political activism, such as signing petitions and advocating against discriminatory policies, underscores their commitment to advancing social justice beyond their personal experiences.

This ambition reflects the author's desire to contribute to positive societal change and advocate for marginalized communities on a broader scale.  The essay effectively conveys a sense of optimism and determination for the future, encapsulated by the author's vision of becoming the first Asian woman on the Supreme Court.

The labels that I bear are hung from me like branches on a tree: disruptive, energetic, creative, loud, fun, easily distracted, clever, a space cadet, a problem … and that tree has roots called ADHD. The diagnosis of attention deficit hyperactivity disorder made a lot of sense when it was handed down. I was diagnosed later than other children, probably owing to my sex, which is female; people with ADHD who are female often present in different ways from our male counterparts and are just as often missed by psychiatrists.

Over the years, these labels served as either a badge or a bludgeon, keeping me from certain activities, ruining friendships, or becoming elements of my character that I love about myself and have brought me closer to people I care about. Every trait is a double-edged sword.

The years that brought me to where I am now have been strange and uneven. I had a happy childhood, even if I was a “handful” for my parents. As I grew and grew in awareness of how I could be a problem, I developed anxiety over behavior I simply couldn’t control. With the diagnosis, I received relief, and yet, soon I was thinking of myself as broken, and I quickly attributed every setback to my neurological condition.

The author begins the essay by candidly acknowledging the various labels and stereotypes associated with their condition, illustrating the challenges of navigating societal perceptions and self-perception.  By highlighting the gendered aspect of ADHD diagnosis and its impact on their experiences, the author sheds light on the complexity of neurodiversity and the importance of recognition and understanding.

Throughout the essay, the author reflects on the dual nature of their ADHD traits, acknowledging both the struggles and strengths associated with their condition. They eloquently describe how their ADHD has influenced various aspects of their life, from friendships to academic performance to sports achievements. By sharing personal anecdotes and reflections, the essay effectively captures the author's journey of self-acceptance and reframing their perspective on their ADHD. 

The author acknowledges the initial sense of relief upon receiving their diagnosis, followed by feelings of brokenness and self-doubt. However, through introspection and self-compassion, the author ultimately embraces their neurodiversity as a fundamental aspect of their identity. This shift in mindset from viewing their brain as "wrong" to recognizing its uniqueness and resilience is a powerful testament to the author's growth and resilience.

By volunteering at a mental health resource center and advocating for the normalization of neurodiversity, the author demonstrates a desire to create a more inclusive and compassionate society.  The essay effectively communicates a message of empathy, acceptance, and celebration of diversity, encouraging readers to embrace their own differences and those of others.

Links to full essays:

Essay Three

Essay Seven

If you’re looking to get your college application reviewed by college admissions experts, consider EarlyBird !

Your application materials will be reviewed by a collective of former admissions officers from highly selective universities, each member of their team having worked in the admissions office at a Top 40 ranked liberal arts college or university.

EarlyBird offers a comprehensive review across your transcript, testing, school profile, a supplemental essay and your CommonApp, and   is a solid option if you’re looking to cement your acceptance at your dream school .

One other option – Lumiere Research Scholar Program

If you’d like to pursue a rigorous research program open to high schoolers, you may want to consider the   Lumiere Research Scholar Program , a selective online high school program for students founded by researchers at Harvard and Oxford. Last year, we had over 4000 students apply for 500 spots in the program! You can find the   application form  here. 

Also check out the   Lumiere Research Inclusion Foundation , a non-profit research program for talented, low-income students. Last year, we had 150 students on full need-based financial aid!

Alexej is a graduate of Princeton University, where he studied Linguistics, Cognitive Science, and Humanities & Sciences. Alexej works in college admissions consulting, and is passionate about pursuing research at the intersection of humanities, linguistics, and psychology. He enjoys creative writing, hiking, and playing the piano.

• college applications

Home — Essay Samples — Social Issues — Diversity — Why Diversity is Important:

Why Diversity is Important:

• Categories: Diversity

About this sample

Words: 683 |

Published: Jun 17, 2020

Words: 683 | Pages: 2 | 4 min read

Works Cited

• Department of Defense. (2018). Report to Congress on Diversity and Inclusion in the Armed Services: Fiscal Year 2017. Retrieved from https://media.defense.gov/2018/Aug/10/2001951949/-1/-1/1/FY2017-DOD-DIVERSITY-AND-INCLUSION-REPORT.PDF
• Ely, R. J., & Thomas, D. A. (2001). Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes. Administrative Science Quarterly, 46(2), 229–273.
• Herring, C. (2009). Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. American Sociological Review, 74(2), 208–224.
• Morrison, A. M., & Von Glinow, M. A. (1990). Women and minorities in management. American Psychologist, 45(2), 200–208.
• National Defense University Press. (2017). The Importance of Diversity in the Military. Retrieved from https://ndupress.ndu.edu/Portals/68/Documents/stratperspective/inss/Strategic-Perspectives-28.pdf
• Parker, A., & Hackett, C. (2011). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 21(2), 93–104.
• Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the Black Box: An Analysis of Work Group Diversity, Conflict, and Performance. Administrative Science Quarterly, 44(1), 1–28.
• Roberson, Q. M. (2007). Disentangling the Meanings of Diversity and Inclusion in Organizations. Group & Organization Management, 32(3), 371–390.
• Thomas, D. A. (1990). The Influence of Race and Racial Identity in Psychotherapy: Toward a Racially Inclusive Model. Psychotherapy: Theory, Research, Practice, Training, 27(2), 190–196.
• Worley, J. A. (2005). Diversity Management in the U.S. Army: What is it and Where is it Headed? Retrieved from https://apps.dtic.mil/sti/pdfs/ADA436931.pdf

Cite this Essay

Let us write you an essay from scratch

• 450+ experts on 30 subjects ready to help
• Custom essay delivered in as few as 3 hours

Get high-quality help

Prof. Kifaru

Verified writer

• Expert in: Social Issues

+ 120 experts online

By clicking “Check Writers’ Offers”, you agree to our terms of service and privacy policy . We’ll occasionally send you promo and account related email

No need to pay just yet!

Related Essays

2 pages / 1064 words

2 pages / 774 words

5 pages / 2323 words

1 pages / 1265 words

Remember! This is just a sample.

You can get your custom paper by one of our expert writers.

121 writers online

Still can’t find what you need?

Browse our vast selection of original essay samples, each expertly formatted and styled

Related Essays on Diversity

The differences between traditional and modern families are vast and reflect the changing values and norms of society. Shifting gender roles, embracing diversity and inclusivity, prioritizing open communication and emotional [...]

Diversity in the classroom refers to the variety of differences that exist among students, including but not limited to race, ethnicity, gender, socioeconomic status, language, culture, and learning styles. In today's globalized [...]

The future can be both exciting and daunting. The constant barrage of questions about what we plan on doing next can be overwhelming, but it is an important aspect of growing up. The question of where we see ourselves in the [...]

Imagine a workplace where every employee brings a unique set of skills, perspectives, and experiences to the table. A place where diversity is not just tolerated, but celebrated. This is precisely the world that "The Office" [...]

In a rapidly growing globalised economy, workforces that are culturally diverse can help organisations expand their business in global markets. Being able to communicate effectively in different parts of the world is a crucial [...]

In conclusion, Bronx Masquerade by Nikki Grimes offers a powerful exploration of the themes of self-expression and diversity. Through the analysis of the themes, characters, and literary devices used in the novel, it becomes [...]

Related Topics

By clicking “Send”, you agree to our Terms of service and Privacy statement . We will occasionally send you account related emails.

Where do you want us to send this sample?

By clicking “Continue”, you agree to our terms of service and privacy policy.

Be careful. This essay is not unique

This essay was donated by a student and is likely to have been used and submitted before

Download this Sample

Free samples may contain mistakes and not unique parts

Sorry, we could not paraphrase this essay. Our professional writers can rewrite it and get you a unique paper.

Please check your inbox.

We can write you a custom essay that will follow your exact instructions and meet the deadlines. Let's fix your grades together!

Get Your Personalized Essay in 3 Hours or Less!

We use cookies to personalyze your web-site experience. By continuing we’ll assume you board with our cookie policy .

• Instructions Followed To The Letter
• Deadlines Met At Every Stage
• Unique And Plagiarism Free