Diversity has become an overarching term. While it covers different strands or different segments, organizations should be mindful of the four categories that determine the approach towards diversity, equity and inclusion.
Internal diversity: The category sums up the different strands of diversity— age, ethnicity, gender, sexual orientation, race, etc. It comprises the attributes of the workforce, and they are not a matter of choice. These are often traits people possess since birth.
External diversity: As the name suggests, it includes features related to the workforce. However, these are influences and dictated by the surroundings or environment. These, however, can be changed through efforts.
It includes education, socio-economic factors, location, and experiences, to name a few.
Organizational diversity: Also referred to as functional diversity, this aspect is the different divisions within an organization. It could be related to the pay structure, role, or affiliation to groups within the organization. This aspect of diversity applies to anyone, irrespective of the sector. Some of them are seniority, union affiliations, employment status, management status, etc.
Worldview diversity: The category sees the external influence, yet again, and it is all about how an individual aligns with the different views of the world. The worldview comprises our experiences and perceptions that stem from these experiences. Worldview also includes political influence, moral beliefs, epistemology or the theory of knowledge, etc.
Understanding the different types of diversity enables the organizations to profile their workforce and guides their DEI journey with the necessary interventions.
