The 7 Main Types of Diversity in the Workplace

Workplace diversity refers to the variety of differences between people in an organization Some elements of diversity are visible, such as race, gender, and age, while others are less apparent, like educational background or sexual orientation

By fostering a culture that values and respects diversity, companies can benefit from different perspectives and experiences. Diverse teams are often more innovative, productive, and engaged.

In this article, we’ll explore the 7 main types of diversity that contribute to a dynamic, multi-dimensional workforce. Understanding these elements can help managers support inclusion in their organizations.

1. Cultural Diversity

Cultural diversity refers to the differences between people based on nationality, ethnicity, language, and cultural background. This type of diversity is connected to experiences, values, beliefs and perspectives influenced by one’s culture.

Culturally diverse teams bring distinct viewpoints shaped by their backgrounds. They may have different communication styles, approaches to problem solving, work values, and interpersonal interactions.

Managers can support cultural inclusion by

• Accommodating different religious and cultural practices in the workplace where possible
• Avoiding cultural appropriation and stereotyping
• Providing cross-cultural training to increase understanding
• Ensuring company policies and culture are welcoming to people of all backgrounds

Valuing cultural perspectives enhances creativity, reflects the diversity of customers, and fosters empathy and open-mindedness.

2. Racial Diversity

Racial diversity refers to differences in race or ethnicity, such as Black, White, Asian, Hispanic, etc. It overlaps with cultural diversity but focuses specifically on race.

Many organizations strive to improve representation of racial minorities who have been historically underrepresented. Ensuring equitable opportunities for people of color promotes fairness and brings fresh perspectives.

Steps managers can take to support racial diversity include:

• Reviewing hiring and promotion practices for potential racial bias
• Implementing mentorship and development programs for minority groups
• Educating all employees on racism and unconscious bias
• Ensuring company culture and policies are racially inclusive

Increasing racial diversity opens access to talent, reflects society, and enhances innovation

3. Gender Diversity

Gender diversity in the workplace refers to equal representation, participation, and opportunities for people of different genders. Traditionally, many fields have been male-dominated, leading to efforts to increase women’s participation.

Steps to improve gender inclusion involve:

• Using inclusive, non-gendered language in job ads and company branding
• Ensuring pay equity through compensation audits
• Providing flexible schedules to support working parents
• Mentoring programs to support women’s advancement
• Educating all employees on eliminating unconscious gender bias

Gender balanced teams lead to better collaboration, innovation, and financial performance.

4. Age Diversity

Age diversity describes the representation of different age groups, from recent graduates to experienced seniors. Age ranges commonly seen as generations include Baby Boomers, Gen X, Millennials, and Gen Z.

Age diverse teams balance the experience of older employees with the fresh thinking of younger staff. To leverage age diversity, managers can:

• Offer flexible or part-time schedules to retain retiring workers
• Provide cross-generational mentoring programs
• Train staff to overcome age-related biases and stereotyping
• Redesign roles to accommodate different capabilities and energy levels

Age diversity allows organizations to transfer institutional knowledge while driving innovation.

5. Experience Diversity

Experience diversity refers to differences in tenure and background within a particular industry or field. It also includes diversity of work experiences and skills.

Experience diversity prevents “group think” through exposure to different perspectives. Strategies to cultivate it include:

• Hiring staff from outside the industry who bring new approaches
• Building teams with complementary skills and experience levels
• Facilitating job rotations to broaden exposure
• Offering stretch assignments and secondments

Varying experience levels enhance problem-solving, learning, and market insights.

6. Cognitive Diversity

Cognitive diversity relates to differences in how people think, conceptualize ideas, and solve problems. It includes diversity of working and learning styles.

Cognitive diversity expands an organization’s approaches to challenges through diverse thinkers such as:

• Analytical, quantitative thinkers
• Creative, unstructured thinkers
• Strategic, conceptual thinkers
• Tactical, execution-focused thinkers
• Big picture vs. detail-oriented thinkers

To encourage cognitive diversity:

• Seek staff with complementary working styles
• Train teams on embracing different thinking approaches
• Use whole-brained exercises combining rational and creative thinking

Diversity of thinking propels innovation through varied perspectives.

7. Diversity of Perspectives

Perspective diversity encompasses the other dimensions, reflecting differences in individual outlooks. This diversity stems from people’s unique combinations of identities, experiences, and ways of thinking.

Strategies to cultivate perspective diversity include:

• Soliciting input from staff with contrasting vantage points
• Implementing idea generation methods that draw out diverse views
• Structuring debates to foster constructive disagreements
• Assigning staff to play “devil’s advocate” roles

Perspective diversity prevents “group think” and inspires breakthrough ideas.

Benefits of Fostering Diversity in the Workplace

Organizations that cultivate diversity, equity and inclusion obtain a range of benefits including:

• Increased innovation – Diverse perspectives foster creativity and problem-solving
• Enhanced client insights – Multicultural representation mirrors diverse customer demographics
• Stronger financial performance – Diverse and inclusive teams outperform peers
• Improved recruitment and retention – Younger generations favor diverse workplaces
• Higher employee satisfaction – Employees feel valued, empowered and engaged
• Reduced risks – More inclusive cultures mitigate risks of discrimination
• Leadership development – Exposure to differences grows critical skills like empathy

While creating a truly inclusive workplace takes time, the rewards make the investment worthwhile.

Tips for Managers to Support Diversity

Here are some recommendations for how managers can champion diversity, equity and inclusion:

• Set the tone at the top as an inclusive leader
• Build diversity into company values, policies, and processes
• Provide training on diversity, unconscious bias, and cultural competence
• Implement mentoring and development programs for underrepresented groups
• Sponsor employee resource groups organized around shared identities
• Use strategic workforce planning to identify gaps and improve diversity
• Collect inclusion metrics on recruitment, promotion, compensation, and satisfaction
• Celebrate multicultural holidays and events representing different groups
• Encourage open dialogues on diversity issues
• Challenge exclusionary or biased language and behaviors

Today’s world is increasingly interconnected. Diverse, equitable workplaces that draw from all segments of society are better positioned to unlock innovation and drive success.

By proactively managing diversity across multiple dimensions like culture, age, gender, experience, and perspective, managers can tap into the strengths of differences. This empowers teams and creates inclusive environments where everyone can thrive.