Dimensions of Diversity
When we hear the word “dimensions,” we might think of geometry or physics, but when it comes to people, dimensions describe something far more powerful: the layers that shape our identities, experiences, and the way we’re treated.
Of course, humans are anything but one-dimensional. From our background and beliefs to the way we think and solve problems, each of us brings a rich tapestry of differences to the table.
These are the dimensions of diversity—and understanding them is essential for creating more inclusive communities and workplaces.
Three Dimensions of Diversity
While diversity can show up in countless ways, we can broadly group it into three distinct categories:
Core Diversity:
These are traits you’re born with or that are deeply embedded in your identity. For example, age, race, or gender identity.
Experiential Diversity:
This category includes impactful life experiences, hobbies, socioeconomic background, and education. Essentially, it refers to the events in our lives that are uniquely ours, both good and bad.
Cognitive Diversity:
Lastly, this category is shaped by how we think, approach challenges, solve problems, and process information. This also includes neurodiversity, which describes the differences in how brains are wired and process information. For example, individuals with ADHD or autism may offer unique perspectives, creativity, and problem-solving approaches that are essential for team innovation.
What are the Different Dimensions of Diversity?
By embracing these dimensions, communities and organizations can foster an environment that values and celebrates the diverse tapestry of human experience.
Age
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
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. ✨
Race and Ethnicity
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 Orientation
This includes people who identify as gay, lesbian, bisexual, asexual, pansexual, queer, and more.
✨ Example: A workplace that offers inclusive benefits for both same-gender and different-gender partners demonstrates a commitment to LGBTQIA+ inclusion. Using respectful and updated language also signals awareness and care. ✨
Socioeconomic Status
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 Beliefs
This reflects the inclusion of various religious beliefs and practices.
✨ Example: An office that provides prayer rooms for employees of different faiths. ✨
Disability and Accessibility
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. ✨
It’s also important to remember that accessibility goes beyond ramps and elevators—it can also mean providing mental health accommodations, offering closed captioning on videos, or designing flexible work schedules for people with chronic conditions or neurodivergence.
Education
This is focused on 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 Styles
This is about embracing neurodivergence and different ways of thinking, problem-solving, and processing information. Included within this category are analytical thinkers, creative problem solvers, methodological planners, and intuitive decision-makers.
All of these thinking styles bring value to your workforce, and can help devise new ways to problem solve and innovate.
✨ Example: A brainstorming session where team members use both analytical and creative thinking to come up with innovative solutions. ✨
Geography
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. ✨
What are Your Dimensions of Diversity?
Discovering our own dimensions of diversity is a nuanced process that begins with self-reflection, acknowledgement, and awareness, taking into consideration the multifaceted aspects of your life.
Ask yourself:
➡️ What aspects of my identity was I born into? How have these aspects shaped my life overall?
➡️ How have my experiences (i.e. education, geography, socioeconomic status) shaped my worldview?
➡️ How do I think and solve problems, or relate to others in a way that is characteristically “me”?
➡️ What aspects of my identity affect how I approach values, ethics, and traditions?
➡️ What are my pronouns? How does this shape my sense of self and identity?
➡️ What support systems do I have that help me thrive?
➡️ How does my mental health affect my day-to-day life?
➡️ What hardships (i.e. financial, familial) have affected my life and how I view the world?
Diversity and Intersectionality
Coined by Kimberlé Crenshaw, intersectionality describes how the unique aspects of your identity overlap in a variety of ways, compounding upon your experiences of privilege or oppression.
For example, women experience bias based on their gender. However, BIPOC and white women experience further differences in their treatment. For example: A Black women may experience racism in a variety of both professional and personal spaces, which affects how she is treated and further shapes her identity.
Understanding intersectionality helps us avoid making assumptions about our friends, family, and coworkers. In fact, two people can share a similar identity or label themselves the same and will still have vastly different lived experience. That’s why inclusion efforts must consider the whole of a person, not just one piece of the puzzle.
Overall, intersectionality reminds us that inclusion is a holistic practice that makes room for a variety of life experiences, and the ability to see from more than just one lens.
Why Understanding Diversity Matters
In 1655, Stephen Farffler, a young clockmaker living with paraplegia, built what is believed to be the first self-propelled wheelchair. Mobility devices today support millions of people around the world, but Stephen’s invention was born of a need he had from his own lived experience that others may have overlooked.
That’s the power of diversity.
When we create space to address and incorporate different needs and ways of thinking, innovation thrives. Additionally, it allows for individuals with lived experience to create and make choices that work best for them. In that respect, creating inclusive workspaces moves beyond just a simple pair of buzzwords; rather, it is how we grow, connect, and build better futures for everyone across the board.
Besides, if you think about it, without a diverse arrangement of thoughts, ideas, and experiences, we’d all be eating the same foods, thinking the same thoughts, and humming the same tunes. And what a boring future that would be, right?
The Importance of Diverse Representation at Work
Representation in the workplace isn’t just about optics. It’s about impact. Representation helps to:
Attract Talent: According to a Glassdoor survey, 76% of employees and job seekers say that a company’s diversity metrics matter when they are deciding where they want to work. That’s 3 out of 4 people! Ultimately, it means that whether or not you are trying to diversify your workforce, these metrics are being observed by individuals outside of the company. Therefore, having an inclusive workforce attracts more talent from an assortment of individuals.
Retain Your Best People: Employees are more likely to stay where they feel seen, valued, and understood. Furthermore, employees prefer places that acknowledge their unique experiences and accept and even utilize them to craft innovative ideas. This way, they get to bring their unique selves to work without fear of retaliation or pushback.
Instill Compassion: When inclusivity and diversity are embedded into your team, managers and other employees are able to see the way that the social identity of their coworkers are reflected in the real world. That way, they can better understand and relate to a variety of perspectives and identities, making room for new ways of thinking.
And when customers see themselves reflected in your staff, they’re more likely to stick around too.
Representation matters everywhere.
Diversity and Inclusion: Embracing the Full Picture
Understanding the dimensions of diversity isn’t just an intellectual exercise. It’s a call to action.
It reminds us that everyone brings something different to the table, whether it's shaped by identity, experience, or perspective. And when we take the time to recognize, respect, and reflect that diversity in our workplaces and communities, we unlock deeper collaboration, better decision-making, and more equitable outcomes for everyone.
