Within the modern working world, we define diversity as a concerted effort to accommodate the full spectrum of human experience. That broad definition can make it simple to lump all types of diversity in the workplace under one umbrella—but that’s something we should always try to avoid.

While diversity has commonly been depicted as relating largely to race, culture, gender, and sexuality, there are lots of different factors to be considered when promoting a diverse workforce. If we limit what our conception of diversity entails, we limit the scope of development for our staff. That’s why an intersectional approach is important.

True diversity requires a various approach. And while a complete list of every side worthy of consideration within your belonging and diversity strategy would span many pages, we’ve found that understanding among the most significant types of diversity is an effective start.

Understanding the Types of Diversity
Knowing that diversity extends beyond any one categorization is an effective basis to your belonging and diversity strategy. But truly embracing diversity requires considering the completely different factors at play, and building coverage that reflects that potential scope.

A superb starting point is considering the multiple factors that shape your own identity; in spite of everything, the one who knows you greatest is you. Think about your cultural background. Your non secular beliefs. How your age affects your approach to work. What education you’ve received. The place you received it. Then consider how the same depth and diversity lies behind each particular person within your company.

Knowing your own depth of character is vital, because it offers you a personal lens with which to view other workers at your organization. By giving each employee that same consideration, you stop them from changing into siloed in a single class, and help encourage an intersectional approach to workplace diversity.

Defining an Intersectional Approach to Diversity
Before we dive into five potential areas of focus when considering workplace diversity, let’s first define what we mean by an intersectional approach. Intersectionality must be the foundation for any inquiry into the types of diversity in your workplace.

Intersectionality: The acknowledgement that aspects of an individual’s identity (corresponding to gender, race, and culture) are interconnected, and that each individual is more than a singular category.

While that multiplicity is something to be celebrated, it also impacts structural privilege. For example, the discrimination a Black girl faces is completely different to a white woman. That’s the premise of intersectionality, and why considering completely different types of workplace diversity is key.

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