Defining diversity

Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, political beliefs, work experience, and job classification.

The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognising our individual differences.

It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognising the unique contributions that individuals can make, and creating a work environment that maximises the potential of all employees.

Diversity is also about having the long term goal that the work force should generally reflect the population of the state it serves in all its dimensions.

Experts with experience in advancing diversity offer these suggestions:

Develop your own definition of diversity

Diversity has many faces. Take the time and invest the effort to develop a definition of diversity that fits with your institution’s mission and goals.

Think broadly

Diversity is about reaching out to underserved groups, but the principle of inclusion can also be defined more expansively. Many companies have found that a broader way of thinking about diversity, beyond underrepresented minorities, can be more productive than a scope that is too narrow.

Be flexible

An approach to diversity that fits one goal may not work as well for other purposes. Build enough flexibility into your planning so that you can adjust what you are trying to do in a way that meets specific goals.

Educate your peers

Too often, we find colleagues, who think they understand diversity but who in fact may have outdated concepts in mind. It’s up to you to help them improve their understanding. Share your insights with staff. Help broaden their perspectives. Be proactive in helping your boss support and champion diversity.

Map a mission

As the function of a diversity office becomes more prevalent, more institutions are developing diversity mission statements. That is helpful to clarify the scope of diversity work and provides a way to promote the importance of diversity, while helping people work toward common goals.