DIVERSITIES: SIMPLE

AND COMPLEX
“You can’t judge a
book by its cover”
 Diversity

It refers to the presence of a variety of differences

and similarities among people in terms of their
identities, backgrounds, perspectives, and
experiences.
These differences can encompass a wide
range of characteristics, including :

1.Demographic Diversity
2.Cognitive Diversity
3.Experiential Diversity
4.Social Diversity
Complexity of Diversity:
Diversity in the workplace is a multifaceted
concept that involves various dimensions
such as race, ethnicity, gender, age, sexual
orientation, religion, disability, and more.
TWO MAJOR TYPE OF DIVERSITIES IN
A WORKPLACE

 External Diversity (Simple)

 Internal diversity (Complex)
External Diversity (Simple)

It is the presence of different types of people in a given

environment. This could include differences in gender, race,
ethnicity, age, sexual orientation, and other characteristics.
Simple diversity is important because it allows for a variety of
perspectives and experiences to be shared within a group. This
can lead to more creative solutions and better decision-making.
Additionally, it can help foster an environment of acceptance and
understanding between different groups.
Internal diversity (Complex)
It is the presence of multiple layers of difference within a given
environment. This could include differences in culture, language, religion,
education level, socio-economic status, and other characteristics.
Complex diversity is important because it allows for a greater range of
perspectives and experiences to be shared within a group. This can lead to
more innovative solutions and better decision-making. Additionally, it can
help foster an environment of respect and understanding between
different groups.
5 different types of external diversity
and how they influence the
organizations.
 EXTERNAL DIVERSITY

1. Age/Generation

There are three generations who are primarily active

in today’s workforce; Baby Boomers, Generation X,
and Generation Y—with Generation Z just beginning
to enter the workforce.
1. Baby Boomers:

 born between 1946 and 1964.Baby Boomers have been working

the longest and have extensive knowledge and experience. They
want and oftentimes expect others to value their input and
opinions. Baby Boomers believe that hard work equates to long
hours and that integrity in the workforce should be top priority.
They are known to “live to work” and place extreme value on
career advancement and promotion. They enjoy working in a
team environment and are said to have created meeting culture.
2. Generation X:
 born between 1965 and 1981.Generation X has been
through a roller-coaster of economic events.
Downturns and upswings have impacted their career
choices, career successes, and career futures. Unlike
the Baby Boomers, Generation X has a more “work to
live” mentality and value their life outside of the
workplace. While they have a good work ethic, their
work-life balance is of highest importance to them.
3. Generation Y:
 born between 1982 and 1997.Generation Y, also known as
Millennials, are the youngest members of the current workforce.
Generation Y typically grew up with two working parents and a
to-do list constantly on display throughout their childhood.
Because of this, Generation Y has the ability to multitask and
also values work-life balance. However, differently from
Generation X, Generation Y believes they need to accomplish
things on their to-do list in order to enjoy their free time.
Therefore, Generation Y tends to be very goal oriented and
efficient
4. Generation Z:
 born between 1997 and today. Generation Z has never known a world
before technology. They have grown up in an “always on” world where
technology is readily available and used on a regular basis. Technology
has been utilized as a babysitter by many parents of this generation
and it is also present in the classroom. This constant access to
technology makes Generation Z extremely tech savvy but has also
changed behavior and lifestyle. Whether or not these behavioral and
lifestyle changes will carry on into their adulthood is yet to be
determined. Generation Z is starting to enter into the workforce with
the oldest members turning 22-years-old in 2019.
Although there are many differences between the
workplace generations ,there are certain things that all can
agree on. All generations place a huge value on family, all
generations believe training and feedback is extremely
important for a successful career.
Regardless of your personal opinions and preferences,
getting to know your coworkers and how they operate is
extremely beneficial to all levels of influence.
2. Gender diversity in the workplace
 refers to the representation of individuals of
different genders, including but not limited to men,
women, non-binary, and gender non-conforming
individuals, across various roles and levels within an
organization. It encompasses efforts to ensure equal
opportunities, treatment, and representation for
people of all genders, as well as fostering an
inclusive and supportive work environment where
gender-based discrimination and biases are
minimized.
Advantages of Gender Diversity:

1.Enhanced decision-making: Gender-diverse teams bring a variety of

perspectives, experiences, and problem-solving approaches, leading to more
comprehensive and innovative decision-making processes.

2.Increased creativity and innovation: Gender diversity fosters a culture of

creativity and innovation by encouraging the exchange of diverse ideas and
viewpoints, which can lead to new insights and solutions.

3.Improved organizational performance: Studies have shown that

companies with greater gender diversity tend to perform better financially,
as they are better able to attract top talent, enhance employee engagement
and retention, and better understand and serve diverse customer bases.
4. Enhanced reputation and brand image: Organizations that
prioritize gender diversity are often perceived as more progressive,
inclusive, and socially responsible, which can enhance their
reputation and attractiveness to employees, customers, and
investors.

5. Better talent retention: Creating an inclusive environment

where individuals of all genders feel valued, respected, and
supported can improve employee satisfaction and retention rates,
reducing turnover costs and maintaining a more stable workforce.
Challenges of Gender Diversity:

1.Gender biases and stereotypes: Gender stereotypes and biases can influence
hiring, promotion, and performance evaluation processes, leading to unequal
opportunities and treatment for individuals of different genders.

2.Gender pay gap: Despite progress in some areas, a gender pay gap still
persists, with women earning less than men on average for comparable work.
Addressing this gap requires proactive efforts to identify and eliminate systemic
barriers to pay equity.

3. Lack of representation in leadership: Women and other gender-diverse

individuals are often underrepresented in leadership positions, limiting their
influence and opportunities for advancement within organizations.
4.Work-life balance challenges: Gender norms and expectations
around caregiving responsibilities can create challenges for
individuals balancing work and family commitments, particularly
for women, who often bear a disproportionate burden of
caregiving responsibilities.

5.Hostile work environments: Gender-based harassment,

discrimination, and microaggressions can create hostile work
environments that undermine the well-being, morale, and
productivity of affected employees.
Managing Gender Diversity:

1.Establish inclusive policies and practices: Implement policies and practices that
promote equal opportunities, fair treatment, and respect for individuals of all genders,
including recruitment and hiring practices, performance evaluation criteria, and family-
friendly policies.

2.Provide diversity training and education: Offer training and education programs to
raise awareness about gender diversity, unconscious bias, and inclusive behaviors, and
equip employees and managers with the tools and skills needed to foster a more
inclusive workplace.

3. Foster a culture of inclusion: Cultivate a culture where diversity and inclusion are
valued and celebrated, and where all employees feel empowered to bring their authentic
selves to work.
4. Promote accountability and transparency: Hold leaders and
managers accountable for promoting gender diversity and
inclusion, and regularly monitor and report on progress toward
diversity goals and objectives.

5. Encourage allyship and advocacy: Encourage employees to

act as allies and advocates for gender diversity, and provide
opportunities for individuals of all genders to support and
mentor each other in their professional development and
advancement.
Overall, gender diversity is not only a matter of
fairness and social justice but also a strategic
imperative for organizations seeking to thrive in an
increasingly diverse and competitive global
marketplace. By embracing gender diversity and
fostering an inclusive workplace culture,
organizations can unlock the full potential of their
talent pool, drive innovation and creativity, and
achieve sustainable growth and success.
Racial diversity in the workplace

 refers to the presence of individuals from various

racial or ethnic backgrounds within an
organization. It encompasses efforts to ensure
equal opportunities, treatment, and representation
for people of all races and ethnicities, as well as
fostering an inclusive and supportive work
environment where racial discrimination and biases
are minimized.
Advantages of Racial Diversity:

1.Enhanced creativity and innovation: Racially diverse teams bring a variety

of perspectives, experiences, and cultural insights, which can stimulate
creativity and innovation by encouraging the exploration of different ideas
and approaches.
2.Improved decision-making: Diversity of thought and perspective resulting
from racial diversity can lead to more comprehensive and well-rounded
decision-making processes, as diverse teams are more likely to consider a
wider range of options and potential outcomes.
3.Better understanding of diverse markets: Racially diverse workforces can
better understand and serve diverse customer bases by reflecting the
demographics and preferences of target markets, leading to more effective
marketing strategies and product development.
4. Increased employee engagement and retention: Creating an
inclusive environment where individuals of all racial backgrounds
feel valued, respected, and supported can improve employee
satisfaction and retention rates, reducing turnover costs and
maintaining a more stable workforce.

5.Enhanced reputation and brand image: Organizations that

prioritize racial diversity are often perceived as more inclusive,
socially responsible, and culturally competent, which can enhance
their reputation and attractiveness to employees, customers, and
investors.
Challenges of Racial Diversity:

1.Racial biases and stereotypes: Racial biases and

stereotypes can influence hiring, promotion, and
performance evaluation processes, leading to unequal
opportunities and treatment for individuals from different
racial backgrounds.
2.Lack of representation in leadership: People of color are
often underrepresented in leadership positions within
organizations, limiting their influence and opportunities for
advancement, and perpetuating a cycle of inequality.
3.Microaggressions and discrimination: Racially diverse
employees may experience microaggressions, racial
harassment, and discrimination in the workplace, which can
create hostile work environments and undermine their well-
being, morale, and productivity.
4. Cultural clashes and communication barriers: Differences
in cultural norms, communication styles, and conflict
resolution approaches among racially diverse employees
can lead to misunderstandings, tension, and conflict if not
effectively managed.
Managing Racial Diversity:

1.Establish inclusive policies and practices: Implement policies and

practices that promote equal opportunities, fair treatment, and
respect for individuals of all racial backgrounds, including
recruitment and hiring practices, diversity training programs, and
zero-tolerance policies for racial harassment and discrimination.
2.Provide diversity training and education: Offer training and
education programs to raise awareness about racial diversity,
unconscious bias, and inclusive behaviors, and equip employees and
managers with the tools and skills needed to foster a more inclusive
workplace.
3.Foster a culture of inclusion: Cultivate a culture where diversity and
inclusion are valued and celebrated, and where all employees feel
empowered to bring their authentic selves to work without fear of
discrimination or retaliation.
4.Promote representation and advancement: Actively promote the
representation and advancement of people of color within the organization
by implementing diversity goals and initiatives, providing mentoring and
leadership development programs, and ensuring equitable access to
opportunities for growth and advancement.
5.Encourage allyship and advocacy: Encourage employees to act as allies
and advocates for racial diversity by speaking out against racism and
discrimination, supporting colleagues from underrepresented racial
backgrounds, and actively participating in efforts to promote diversity and
inclusion within the organization and beyond.
Overall, racial diversity is not only a matter of fairness and
social justice but also a strategic imperative for
organizations seeking to thrive in an increasingly diverse
and globalized world. By embracing racial diversity and
fostering an inclusive workplace culture, organizations can
unlock the full potential of their talent pool, drive
innovation and creativity, and achieve sustainable growth
and success.
Religious diversity in the workplace

 refers to the presence of individuals from different

religious backgrounds within an organization. It
encompasses efforts to ensure equal treatment,
accommodation, and respect for people of all
religious beliefs, as well as fostering an inclusive and
supportive work environment where religious
discrimination and biases are minimized.
Advantages of Religious Diversity:

1.Cultural understanding and tolerance: Religious diversity promotes cultural

understanding and tolerance by exposing individuals to different beliefs, practices, and
traditions, fostering empathy, respect, and appreciation for the diverse perspectives and
experiences of others.

2.Enhanced creativity and innovation: Exposure to diverse religious perspectives can

stimulate creativity and innovation by encouraging the exploration of different ideas,
values, and ethical frameworks, leading to new insights and solutions to complex
problems.

3.Improved employee morale and engagement: Creating an inclusive environment where

individuals of all religious backgrounds feel valued, respected, and supported can
enhance employee morale and engagement, leading to higher levels of job satisfaction,
productivity, and retention.
4.Better customer relations: Religious diversity in the workforce can
help organizations better understand and serve diverse customer bases
by reflecting the religious demographics and preferences of target
markets, leading to stronger customer relations and brand loyalty.

5. Legal compliance and risk mitigation: Accommodating religious

diversity in the workplace helps organizations comply with anti-
discrimination laws and regulations, reducing the risk of costly
litigation and reputational damage associated with religious
discrimination claims.
Challenges of Religious Diversity:

1.Conflicts between religious practices and organizational policies:

Religious beliefs and practices may conflict with organizational
policies or scheduling requirements, leading to challenges in
accommodating religious observances and practices while
maintaining operational efficiency and productivity.
2.Perceptions of favoritism or discrimination: Employees may
perceive preferential treatment or discrimination based on
religious beliefs, leading to tensions, misunderstandings, and
morale issues within the workplace.
3.Lack of understanding and awareness: Lack of awareness and
understanding about religious diversity can lead to stereotypes, biases,
and misconceptions, creating barriers to effective communication,
collaboration, and teamwork among employees from different religious
backgrounds.
4.Workplace harassment and discrimination: Religious minorities may
experience harassment, discrimination, or microaggressions in the
workplace based on their religious beliefs or practices, creating hostile
work environments and undermining their well-being, morale, and
productivity.
5.Potential for religious extremism or conflict: Differences in religious
beliefs and practices among employees can sometimes lead to tensions,
conflicts, or misunderstandings if not managed effectively, posing risks to
workplace cohesion, stability, and safety.
Managing Religious Diversity:

1.Establish inclusive policies and practices: Implement policies and

practices that promote equal treatment, accommodation, and
respect for individuals of all religious beliefs, including flexible
scheduling, religious holiday observance, and reasonable
accommodations for religious practices.
2.Provide diversity training and education: Offer training and
education programs to raise awareness about religious diversity,
religious accommodation laws, and inclusive behaviors, and equip
employees and managers with the tools and skills needed to
navigate religious diversity issues effectively.
3.Foster a culture of respect and understanding: Cultivate a culture
where religious diversity is valued and respected, and where all
employees feel empowered to express their religious beliefs and
practices without fear of discrimination or harassment.
4.Encourage open communication and dialogue: Encourage open
communication and dialogue among employees about religious
diversity, beliefs, and practices, and create opportunities for cross-
cultural exchange, mutual learning, and understanding.
5. Address conflicts and grievances promptly: Establish procedures
for addressing conflicts, grievances, and complaints related to
religious diversity, and ensure that allegations of religious
discrimination or harassment are investigated and addressed
promptly and effectively.
Overall, religious diversity presents both opportunities and
challenges for organizations seeking to create inclusive and
supportive workplaces. By embracing religious diversity and
fostering an environment of respect, understanding, and
accommodation, organizations can harness the benefits of
diversity while mitigating potential risks and conflicts, leading
to greater employee satisfaction, productivity, and
organizational success.
Internal diversity factors

 refer to characteristics and attributes that

individuals bring to the workplace which contribute
to their uniqueness and diversity. These factors may
not always be immediately visible or obvious, but
they significantly influence how individuals perceive
and interact with others, contribute to team
dynamics, and approach tasks and challenges.
Some key internal diversity factors include:

1.Personality: Personality traits such as extraversion, agreeableness,

conscientiousness, openness to experience, and emotional stability can vary
widely among individuals and influence their communication styles, decision-
making processes, and work preferences. Embracing personality diversity can
enhance team effectiveness by leveraging the strengths and complementary
qualities of different personality types.

2.Cognitive diversity: Cognitive diversity refers to differences in thinking

styles, problem-solving approaches, and cognitive abilities among individuals.
It encompasses factors such as creativity, analytical thinking, critical reasoning,
and decision-making skills. Leveraging cognitive diversity can lead to more
innovative solutions, better decision-making outcomes, and improved
organizational performance.
3.Educational background: Educational backgrounds vary among
individuals and can include differences in academic disciplines,
degrees, certifications, and vocational training. Diversity in
educational backgrounds brings a breadth of knowledge, skills, and
perspectives to the workplace, enriching team discussions and
problem-solving processes.

4.Socioeconomic status: Socioeconomic status encompasses

factors such as income, education level, occupation, and access to
resources. Individuals from different socioeconomic backgrounds
may bring unique perspectives, experiences, and priorities to the
workplace, influencing their attitudes toward work, career goals, and
interactions with colleagues.
5. Work experience: Work experience encompasses
differences in professional backgrounds, industries, roles,
and tenure within an organization. Employees with
diverse work experiences bring a wealth of knowledge,
skills, and networks to the workplace, contributing to
cross-functional collaboration, knowledge sharing, and
organizational learning.
6. Communication style: Communication styles vary
among individuals and can be influenced by cultural,
linguistic, and personal factors. Some individuals may
prefer direct and assertive communication, while
others may favor indirect and diplomatic approaches.
Understanding and respecting differences in
communication styles can enhance collaboration,
teamwork, and conflict resolution in the workplace
7.Leadership style: Leadership styles vary among individuals and
can be influenced by personality traits, values, and experiences.
Some leaders may adopt autocratic and directive leadership styles,
while others may prefer participative and empowering approaches.
Embracing diversity in leadership styles can foster a culture of
inclusivity, adaptability, and innovation within organizations.

8.Values and beliefs: Values and beliefs shape individuals' attitudes,

behaviors, and decision-making processes. They can be influenced
by cultural, religious, familial, and personal factors. Embracing
diversity in values and beliefs fosters a culture of respect, tolerance,
and inclusivity, where individuals feel valued for their unique
perspectives and contributions.
Overall, internal diversity factors contribute to the richness
and complexity of workplace diversity, enhancing
organizational performance, innovation, and employee
engagement when effectively leveraged and managed. By
recognizing and embracing the diversity inherent in
individuals' personalities, backgrounds, and experiences,
organizations can create inclusive and supportive work
environments where all employees feel valued, respected,
and empowered to contribute their best.
Sexual orientation and disabilities
Addressing issues related to sexual
orientation and disabilities in the
workplace is essential for promoting
inclusivity, equality, and respect for all
employees.
Here are some key considerations for each:
1.Sexual Orientation:
1.Discrimination and harassment: LGBTQ+ employees may face
discrimination, harassment, or microaggressions based on their
sexual orientation or gender identity. This can create hostile
work environments and negatively impact employee morale,
well-being, and productivity.
2.Legal protections: Many jurisdictions have anti-discrimination
laws that protect individuals from discrimination based on
sexual orientation or gender identity in the workplace.
Employers must comply with these laws and take proactive
measures to prevent and address discrimination.
1.Inclusive policies and benefits: Organizations should
implement inclusive policies and benefits that support
LGBTQ+ employees, such as non-discrimination policies,
domestic partner benefits, and gender-neutral facilities.
Providing resources and support networks for LGBTQ+
employees can also help create a more inclusive workplace
culture.
2.Training and education: Offering diversity training and
education programs on LGBTQ+ issues can raise awareness,
foster understanding, and promote respectful communication
and allyship among employees. Training should cover topics
such as unconscious bias, inclusive language, and LGBTQ+
rights and issues.
Disabilities:

Accessibility: People with disabilities may face physical, communication, or

attitudinal barriers in the workplace that limit their participation and access to
opportunities. Ensuring accessibility in the workplace, such as wheelchair
ramps, assistive technologies, and accessible communication formats, is
essential for accommodating employees with disabilities.
Reasonable accommodations: Employers are required by law to provide
reasonable accommodations to employees with disabilities to enable them to
perform essential job functions. This may include modifications to workspaces,
flexible work arrangements, assistive devices, or job restructuring. Employers
should engage in an interactive process with employees to identify and
implement appropriate accommodations.
Disability etiquette: Educating employees on disability etiquette and respectful
communication practices can help create a more inclusive and supportive work
environment. This includes using person-first language, avoiding assumptions about
capabilities or limitations, and respecting individuals' privacy and autonomy.
Anti-discrimination policies: Organizations should have clear anti-discrimination policies
that prohibit discrimination based on disability and provide avenues for employees to
report instances of discrimination or harassment. Training managers and employees on
these policies and procedures is crucial for ensuring a culture of inclusivity and
accountability.
Career development and advancement: Employers should provide equal opportunities
for career development and advancement for employees with disabilities, including access
to training, mentorship, and leadership opportunities. Breaking down attitudinal barriers
and challenging stereotypes about the capabilities of people with disabilities is essential
for fostering a culture of inclusion and diversity.
By addressing issues related to sexual orientation and
disabilities in the workplace through inclusive policies,
education, and support, organizations can create
environments where all employees feel valued, respected,
and empowered to contribute their unique talents and
perspectives. Embracing diversity and inclusion not only
enhances employee engagement and well-being but also
drives innovation, creativity, and organizational success.
Managing and maintaining workplace relations is
essential for fostering a positive and productive work
environment where employees feel valued, respected,
and supported. Effective workplace relations involve
building strong interpersonal connections, resolving
conflicts, promoting open communication, and
fostering a culture of trust and collaboration.
Here are some key strategies for managing and maintaining workplace
relations:

Establish clear expectations: Clearly communicate organizational values,

expectations, and standards of behavior to employees. Ensure that everyone
understands their roles and responsibilities, as well as the importance of
respectful and professional conduct in the workplace.

Foster open communication: Encourage open and transparent

communication among employees and between management and staff.
Provide multiple channels for communication, such as regular team meetings,
one-on-one check-ins, suggestion boxes, and anonymous feedback
mechanisms, to ensure that employees feel heard and valued.
Promote diversity and inclusion: Embrace diversity and inclusion as
core values of the organization and create a culture where differences
are celebrated and respected. Ensure that policies, practices, and
decision-making processes are inclusive and equitable, and provide
training and education on diversity and unconscious bias to promote
understanding and empathy among employees.

Build trust and respect: Cultivate a culture of trust, respect, and

mutual support where employees feel safe to express their opinions,
share feedback, and raise concerns without fear of retaliation or
judgment. Lead by example by demonstrating integrity, fairness, and
empathy in all interactions.
Address conflicts promptly: Address conflicts and disagreements in a timely and
constructive manner before they escalate and negatively impact workplace relationships
and morale. Encourage open dialogue, active listening, and collaborative problem-solving
to find mutually acceptable solutions and promote reconciliation.

Provide support and recognition: Recognize and appreciate employees' contributions

and achievements, and provide opportunities for professional development and growth.
Offer support and resources to help employees overcome challenges and achieve their
goals, and celebrate successes as a team.

Foster teamwork and collaboration: Encourage teamwork, collaboration, and knowledge

sharing among employees by promoting cross-functional projects, team-building
activities, and opportunities for collaboration. Create a supportive environment where
everyone feels empowered to contribute their unique skills and perspectives toward
common goals.
Lead with empathy and compassion: Show empathy and compassion toward
employees' personal and professional challenges, and offer support and flexibility when
needed. Demonstrate empathy by actively listening to employees' concerns,
understanding their perspectives, and offering assistance and encouragement as
appropriate.

Provide effective leadership: Lead by example by demonstrating integrity,

accountability, and fairness in all aspects of leadership. Communicate clearly and
transparently, set realistic expectations, and provide guidance, direction, and support to
help employees succeed.

Continuously monitor and evaluate: Regularly assess workplace dynamics, employee

satisfaction, and team performance to identify areas for improvement and take
proactive measures to address issues and promote positive workplace relations. Solicit
feedback from employees through surveys, focus groups, or exit interviews to gain
insights and make informed decisions.
By implementing these strategies and prioritizing the
management and maintenance of workplace relations,
organizations can create a positive and supportive work
environment where employees feel valued, motivated,
and empowered to contribute their best. Strong
workplace relations contribute to employee
engagement, retention, and organizational success,
fostering a culture of trust, collaboration, and
continuous improvement.
Simplicity of Diversities
• Diversity can be defined on a variety of levels.
The concept of diversity encompasses acceptance and respect. It means understanding
that each individual is unique,
and recognizing our individual differences. These can be along the dimensions of race,
ethnicity, gender, sexual orientation.
• socio-economic status, age, physical abilities, religious beliefs, political beliefs, or
other ideologies.
• Diversity is a reality created by individuals and groups from a broad spectrum of
demographic and philosophical differences, In its simplest form, diversity means
being composed of differing elements. In a workplace, diversity means that the
workforce is made up of employees with different races, genders, career
backgrounds, skills, etc
In the tourism industry, a simple diversity example could be the representation of different age groups among
tourism professionals. For instance:

Within a tourism organization or hospitality establishment, you may find employees ranging from younger
individuals in their early twenties to older workers in their fifties or sixties. Each age group brings its own set of
experiences, perspectives, and skills to the table.

Younger employees might offer fresh ideas, technological proficiency, and enthusiasm, while older workers
might bring wisdom, experience, and a strong work ethic. By embracing this simple diversity of age, tourism
professionals can benefit from a well-rounded team that can cater to the diverse needs and preferences of
tourists of all ages. Additionally, it fosters an inclusive work environment where individuals of different
generations can learn from each other and contribute to the overall success of the organization.
The complexity of Diversities

•The complexity of diversity in the workplace- is everywhere, including the

workplace, and that’s a wonderful thing! Diversity can be defined on a variety of
levels. There are both external and internal factors that need to be considered
when discussing diversity.
•External diversity- is often displayed in a person’s appearance. External
diversity can include but is not limited to, gender, age, ethnicity, and sometimes
even religion. It is also important to note that even external diversity traits are not
always easy to identify as not everyone ages the same or looks the same, even if
they’re from the same part of the world or expressed their gender in the same
way.
•Internal diversity- on the other hand, is an even more challenging to define and
identify. Internal diversity includes individual experiences and backgrounds.
Internal diversity examples may include how people were raised, where they
went to school, previous job experience, etc
Embracing diversity means recognizing, valuing, and
respecting these differences, as well as creating
inclusive environments where everyone feels
welcome, supported, and empowered to contribute
their unique perspectives and talents. It involves
promoting equity and fairness, dismantling barriers to
inclusion, and fostering a sense of belonging for all
individuals, regardless of their background or identity.
Embracing diversity enriches communities,
organizations, and societies by fostering innovation