3 Types of Diversity You Need To Understand To Create Inclusion

You can’t always tell what people mean when they talk about Diversity, it gets confusing, so in this show I’m going to talk about 3 types of Diversity that will help you cut through the confusion

Get your pen and paper ready because I’m going to explain 3 types of Diversity you need to understand to create inclusion

In todays show I discuss several things including:

  • The confusion caused by people talking about Diversity
  • 3 Types of Diversity You Need To Understand
  • Why we don’t talk about Equality and much much more

Here’s some of what I share in the show:

Diversity as a management approach recognises and values differences

“Here we define diversity as a management approach that recognises that as individuals we have differences, AND that there is value in the differences that we have”

Surface level diversity is concerned with demographic differences

Surface level diversity typically refers to demographic differences, some of these may be detectable but others are not, common examples include age, gender, ethnicity, ability, now you may think that I’m talking about physical differences that we have but that’s not true.”

Deep level diversity is concerned with differences in beliefs, attitudes and ways of thinking

“deep level diversity refers to individual differences that may be difficult to support, they are called deep level because they may not be observable and refer to characteristics within us: our beliefs, our attitudes, our personalities, our way of thinking”


Surface‐ and deep‐level diversity in workgroups: examining the moderating effects of team orientation and team process on relationship conflict

American Islamaphobia [Book Review]

To continue the conversation, get in touch or leave a message, we would love to hear from you in our Linkedin Group that’s also where you can access a slide deck that summarises everything that we talk about on the show.

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences