Dimensions of Diversity
Dimensions are not limited to shapes, objects, scientific and mathematical equations. Dimensions can describe art, literature, cinema, architecture, concepts and even humans.
In other words, think of dimensions as layers. We know that humans are not one dimensional, neither mentally nor physically.
There are various dimensions, or layers, that inform our thoughts, behaviors and the way we are treated by others.
Three Dimensions of Diversity
Before we dive into the specific channels of diversity, it’s helpful to categorize them in three broader dimensions:
Primary Dimension:
Demographic Diversity
Traits you are born with, such as sex, ethnicity, race, etc. You will carry around these traits for the rest of your life.
Secondary Dimension:
Experiential Diversity
Based on life experiences that shape us; affinities, hobbies and abilities.
Tertiary Dimension:
Cognitive Diversity
How we approach problems and think about the world.
What are the Different Dimensions of Diversity?
The dimensions of diversity create a kaleidoscopic society where every individual's uniqueness contributes to a richer, more vibrant, and harmonious whole.
By embracing these dimensions, communities and organizations can foster an environment that values and celebrates the diverse tapestry of human experience.
Age Diversity
This refers to the inclusion of individuals from different age groups and life stages.
Example: In a workplace, you may have Baby Boomers, Generation X, Millennials, and Generation Z working together, bringing different perspectives and experiences.
Gender Diversity
This includes the acknowledgment and acceptance of various gender identities, including male, female, transgender and non-binary.
Example: A school club that consists of boys, girls, and non-binary students promotes gender diversity.
Racial and Ethnic Diversity
This dimension includes different races, ethnicities, and nationalities.
Example: A neighborhood community center hosting cultural festivals that celebrate the various ethnic backgrounds of its residents.
Sexual Diversity
This refers to the acceptance of different sexualities, including heterosexual, homosexual, bisexual and asexual.
Example: A company providing equal benefits for same-sex and opposite-sex couples, acknowledging different sexualities.
Socioeconomic Diversity
This includes diversity in income, social status, and class.
Example: A university offering scholarships to students from lower-income backgrounds to foster socioeconomic diversity.
Religious Diversity
This reflects the inclusion of various religious beliefs and practices.
Example: An office that provides prayer rooms for employees of different faiths.
Disability Diversity
This includes the acknowledgment and inclusion of individuals with physical, mental, or emotional disabilities.
Example: A shopping mall with ramps, elevators, and accessible restrooms, ensuring accessibility for everyone.
Educational Diversity
This entails recognizing different educational backgrounds and levels of educational attainment.
Example: A project team with members holding various degrees and certifications, from high school diplomas to Ph.Ds.
Cognitive Diversity
This is about embracing neurodivergence and different ways of thinking, problem-solving, and processing information.
Example: A brainstorming session where team members use both analytical and creative thinking to come up with innovative solutions.
Geographic Diversity
This considers the inclusion of individuals from different geographical regions and cultures.
Example: An organization with employees from different countries and regions, encouraging the exchange of cultural insights.
Occupational Diversity
This refers to the diversity in professions, roles, and career paths.
Example: A community volunteer group comprised of doctors, artists, engineers, and teachers, each contributing unique skills.
Foster a diverse and inclusive workplace where employees can feel seen and valued.
Learn more about the different types of diversity!
What are Your Dimensions of Diversity?
Determining one's dimensions of diversity is a nuanced process that involves self-reflection, awareness, and acknowledgment of the multifaceted aspects of one's identity.
Here's you might explore and determine your own dimensions of diversity:
Explore Your Primary Dimensions
Identify the Basics: Recognize and accept aspects like age, gender, race, sexual orientation, physical abilities, and religious beliefs. These form the fundamental elements of identity.
Reflect on Personal Experiences: How have these aspects shaped your life? What challenges or privileges have they brought?
Understand Your Secondary Dimensions
Evaluate Education and Career: Consider educational background, work experience, and occupational diversity.
Analyze Social and Economic Factors: Reflect on socioeconomic status, geographic location, family structure, and military experience.
Self-Reflection and Assessment
Question Personal Assumptions: Challenge stereotypes and biases that may have influenced self-perception.
Engage in Self-Assessment Tools: Utilize tools and assessments designed to help individuals understand their diversity dimensions.
Acknowledge Changes over Time: Understand that secondary dimensions might change and evolve throughout life.
Engage with Others
Seek Feedback from Trusted Sources: Friends, family, or mentors who know you well may provide insights into your diversity dimensions.
Participate in Diversity Training: Workshops or courses can help individuals explore their unique diversity aspects in a structured manner.
Recognize the Intersectionality
Understand the Interplay: Recognize how primary and secondary dimensions interact, influencing personal experiences and perspectives.
Appreciate the Complexity: Embrace the multidimensional nature of diversity, which goes beyond simple categorization.
Embrace Continuous Exploration
Keep an Open Mind: Continually explore, challenge, and re-evaluate personal dimensions as life circumstances and self-perceptions evolve.
Engage in Continuous Learning: Read, participate in diverse communities, and stay open to new experiences to deepen understanding.
The Dimensions of Diversity and Intersectionality
In a nutshell, diversity refers to our differences. There are different dimensions of diversity including age, religion, gender, sexual orientation, nationality, ethnicity, mental and physical ability and language, as noted previously.
Some dimensions of diversity are not always visible.
For example, individuals that are neurodivergent do not always present as such. Another example, it may not be obvious that an individual is a polyglot, or proficient in several languages.
That is why it is important to acknowledge all dimensions of diversity, visible and invisible.
Additionally, two individuals that share the same dimensions of diversity do not automatically share the same experiences. Our experiences are influenced by a number of factors including our thoughts and behaviors.
It would be impossible for two individuals to have the same experience simply due to shared dimensions of diversity.
Intersectionality, a term coined by scholar Kimberlé Crenshaw, accounts for the various dimensions of diversity within an individual or group. More specifically, intersectionality refers to marginalized or privileged individuals or groups with more than one dimension of diversity.
For example, an individual that is Indigenous and transgender encompasses two marginalized dimensions of diversity that are intersecting.
Another example is an individual that is white, neurotypical and wealthy encompasses three privileged dimensions of diversity that are intersecting.
When catering to visible and invisible dimensions of diversity, it is also important to recognize intersectionality between dimensions.
Example of Why Understanding Diversity Matters
The first self-propelled wheelchair was invented by a man named Stephen Farfler. He was a paraplegic clock-maker from Nuremberg, Germany.
He built the self-propelled wheelchair in 1655 at the young age of 22. In 2015, this invention served 2.7 million Americans that required mobility assistance.
Our world has seen incredible advancements due to diverse individuals with unique thoughts, behaviors and needs. Without diversity we would all listen to the same music, eat the same food, speak the same language, have the same political views and so on.
How boring would that be?
As cliche as it may sound, diversity is what makes us special. There would be no progress in the absence of diversity.
The Importance of Diverse Representation at Work
There are numerous reasons why representation of the dimensions of diversity are important within organizations, including:
Attracting Top Talent
First and foremost, individuals that feel represented by a company are more likely to apply to work there. More than 65% of individuals consider diversity to be an important factor when applying for employment. Companies that do not value diversity and neglect representation will overlook and be overlooked by talented individuals.
Retaining Employees
Employees are more likely to enjoy their time at an organization that values diversity. According to 75% of employees, the workforce should be more diverse. A diverse workforce is exciting and allows for personal growth through exposure to different dimensions.
Increasing Revenue
Culturally diverse companies in the top-quartile were 33% more likely to outperform with regard to profitability. In other words, diversity increases revenue. This is beneficial for employees, managers, VPs, COOs and CEOs.
Increasing Employee Performance
Companies that focus on diversity experience an increase in employee performance. Geographically diverse teams were able to make better business decisions 87% of the time, compared to individuals. Diversity of thought is paramount to innovation and the varied experiences of employees encourage out-of-the-box thinking.
Attracting and Retaining Consumers
Similarly to job seekers and employees, consumers look for and pledge their loyalty to companies that represent people similar to themselves. For example, Asian American and Pacific Islander (AAPI) consumers may feel more comfortable trusting a company that employs AAPI individuals.
Tackling Discrimination
A more diverse workforce may help organizations tackle discrimination. When we are encouraged to interact with individuals with diverse backgrounds, we are able to expand our window of tolerance and perspective on various subjects.
