15 examples of diversity in the workplace that drive inclusion

Workplace diversity spans internal, external, worldview, and organizational factors—from gender and race to skills, education, and personality. Knowing key examples of diversity helps companies build more inclusive, innovative, and resilient teams. Diversity isn’t just about fairness, it’s about enhancing creativity, engagement, and financial performance. In fact, 67% of job applicants consider diversity at work a top priority, making it essential for attracting and retaining talent in hybrid workplaces.

What are the 4 types of diversity in the workplace?

Workplace diversity can be grouped into four key categories: internal, external, worldview, and organizational. Each type captures different aspects of human identity and experience. Understanding these categories helps leaders build more inclusive workplaces.

Internal diversity

Internal diversity includes characteristics people are born with or that are intrinsic to who they are. Examples include race, ethnicity, gender, age, sexual orientation, physical ability, and cultural background. These traits shape how individuals experience the workplace. Recognizing internal diversity ensures inclusivity, fair opportunities, and respect for inherent differences.

External diversity

External diversity covers traits shaped by life experiences and circumstances that can change over time. This includes education, socioeconomic background, marital or parental status, military service, geographic location, and work history. These factors influence perspectives and interactions. Supporting external diversity helps organizations adapt to employees’ evolving needs and real-world contexts.

Worldview diversity

Worldview diversity refers to differences in belief systems and perspectives shaped by religion, culture, philosophy, or personal experience. It influences how employees interpret events, solve problems, and make decisions. Encouraging worldview diversity fosters collaboration and innovation by exposing teams to broader insights and approaches.

Organizational diversity

Organizational diversity highlights differences within company structures, such as job roles, departments, and seniority levels. For example, junior employees may bring fresh perspectives while senior staff contribute experience and expertise. Encouraging this mix drives learning, innovation, and stronger business outcomes across all levels of the organization.

15 examples of workplace diversity

Diversity in the workplace goes far beyond gender or race. It includes a variety of internal and external dimensions that shape how people work and collaborate. By recognizing different forms of diversity, you can create more inclusive, innovative, and resilient teams.

1. Gender diversity (internal)

Gender diversity ensures fair representation of all genders, including female, male, and non-binary employees. Companies with stronger gender balance are more profitable, yet women make up only 10.6% of Fortune 500 CEOs. Supporting gender equity requires inclusive hiring, pay transparency, and leadership opportunities.

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2. Cultural diversity (internal)

Cultural diversity means having a workforce with varied cultural backgrounds and practices. It includes differences in language, traditions, religious beliefs, and customs. A multinational company with employees from India, Brazil, and Germany can be an example of cultural diversity in the workplace. This diversity has various benefits. For instance, it strengthens cultural competence and improves business reach.

3. Racial diversity (internal)

Racial diversity is when your workforce consists of employees of different races and ethnicities, enriching perspectives and creativity. Promoting it requires fair hiring practices, bias training, and equitable growth opportunities. Representation matters, and a racially diverse workforce strengthens both decision-making and employee belonging.

4. Religious diversity (worldview)

Religious diversity means including people of different faiths and beliefs. To support religious diversity, you might provide prayer spaces, accommodate holidays like Ramadan or Diwali, and organize events promoting mutual respect and understanding. Respecting religious practices fosters inclusivity and helps employees feel valued in their daily work.

5. Sexual orientation diversity (internal)

Sexual orientation diversity is the inclusion and acceptance of individuals with different sexual orientations, such as heterosexual, homosexual, bisexual, or asexual. Examples include offering equal partner benefits and enforcing non-discrimination policies. Creating safe spaces and celebrating Pride builds trust and signals genuine inclusivity.

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6. Age diversity (internal)

​​Age diversity involves including individuals from different age groups, from Gen Z to Baby Boomers. This creates knowledge-sharing opportunities, such as reverse mentoring, where younger employees teach digital skills while seniors share industry expertise. It helps teams stay innovative and balanced.

7. Disability diversity (internal)

You foster disability diversity when you give people with mental, cognitive, and physical disabilities the same chance as other employees. Accessible workspaces, screen readers, and assistive tools help employees thrive and feel respected within the organization. Prioritizing accessibility ensures everyone can contribute fully and fairly.

8. Educational diversity (external)

Educational diversity brings together employees with different degrees and learning paths. A team with engineers, psychologists, and business graduates will solve problems more creatively. Recognizing diverse qualifications, not just traditional academic ones, encourages broader perspectives and innovation.

9. Skills diversity (organizational)

Skills diversity describes the variety of skills and competencies a workforce encompasses. Having a mix of employees with hard and soft skills enables teams to tackle challenges effectively, be innovative, and learn from each other. Encouraging skill diversity involves cross-training, diverse hiring practices, and valuing both technical and soft skills.

10. Neurodiversity

Neurodiversity recognizes natural brain differences such as autism, ADHD, or dyslexia. In the workplace, neurodiverse teams bring enhanced creativity, unique problem-solving approaches, and varied perspectives. Neurodiverse employees often excel in areas like pattern recognition or attention to detail. Inclusive hiring and tailored support unlock these unique strengths, boosting innovation.

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11. Seniority diversity (organizational)

Seniority diversity is different from age diversity because it focuses on experience levels, not age. For example, an older employee who has gone through a career switch may learn from a younger colleague who has been in the same role for several years. It values how long employees have worked in the same role or company. Encouraging mentorship between senior and junior employees drives growth and fresh thinking.

12. Personality diversity (internal)

Personality diversity blends introverts and extroverts, detail-oriented individuals and big-picture thinkers, and risk-takers and risk-averse people. These differences fuel balanced teams that approach challenges from multiple angles. Managers can maximize this diversity by assigning roles that fit individual strengths.

13. Job diversity (organizational)

Job diversity shows the value of having a range of different roles and functions within an organization, encompassing a variety of skills, responsibilities, and expertise. Bringing together different roles in an organization, such as engineers, marketers, HR, and customer service, enhances cross-functional collaboration and is essential to business development and growth.

14. Socioeconomic diversity (external)

Socioeconomic diversity ensures employees from different income and education levels combine their respective perspectives. For example, team members from different socioeconomic statuses (SES) can contribute unique insights into customer needs and preferences. Hiring inclusively and offering financial support programs, like scholarships, can strengthen this dimension of diversity.

15. Linguistic diversity (external)

Linguistic diversity means your employees can speak multiple languages and dialects. This enables you to access broader markets and improve customer relations by effectively communicating with global clients. It improves customer relationships, strengthens international collaboration, and supports inclusive communication within diverse teams.

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Key benefits of diversity in the workplace

Encouraging diversity makes your organization stronger and more resilient. When combined with equity and inclusion, workplace diversity leads to innovation, higher engagement, and stronger business performance.

Disclaimer: The following benefits of workplace diversity highly depend on applying effective inclusion and equity practices.

Diverse teams are more creative, productive, and successful

Diversity fuels innovation and problem-solving. Teams with different backgrounds, experiences, and perspectives combine their strengths, which leads to better ideas and stronger results. By valuing these differences, companies unlock higher productivity and long-term success.

Workplace diversity boosts employee satisfaction and well-being

Inclusive workplaces improve happiness and engagement. Employees, especially from underrepresented groups, want to see diversity and equity reflected in their workplace, and it directly impacts their morale and sense of belonging. Research shows that employees who feel their companies are not doing enough for DEI have a 12-point lower Workforce Happiness Index score.

Diversity in the workplace strengthens talent attraction and retention

Job seekers actively look for diverse employers. According to Glassdoor, 32% of candidates would not apply to companies lacking diversity. With 48% of Gen Z identifying as racial or ethnic minorities, diverse organizations are better positioned to attract and retain top talent.

Diversity improves brand image and reputation

Diversity matters beyond the workplace. It shapes how partners, clients, and customers see your business. Organizations that embrace fairness and equal opportunity are viewed as more ethical and socially responsible, giving them a competitive edge in reputation and trust.

Workplace diversity increases profitability

Diversity drives financial performance. Studies show the most diverse companies are 48% more profitable than the least diverse, while ethnically and culturally diverse teams outperform by 36%. Still, these results only come when equity and inclusion are embedded in workplace culture.

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👉 Discover key statistics and insights about the benefits of diversity in the workplace.

How flexible work impacts workplace diversity

Flexible work plays a major role in DEIB (Diversity, Equity, Inclusion, and Belonging). By removing barriers like geography, commuting, or rigid schedules, it opens opportunities for more people to join and thrive in the workplace. Still, without clear policies, flexibility can also create new equity challenges.

Flexible work expands hiring opportunities

Remote and hybrid policies allow companies to recruit talent beyond their immediate location. Instead of limiting hires to people who live near the office, “work from anywhere” policies make it possible to include candidates from different regions, time zones, or backgrounds. This widens the talent pool and increases workforce diversity.

Flexible work supports career access for all

Hybrid work schedules make it easier for underrepresented groups to pursue careers. Employees with disabilities can reduce the strain of commuting. Parents can balance childcare with work more effectively. By offering flexible work arrangements, organizations remove structural barriers and help more people thrive professionally without compromising on personal responsibilities.

Flexible work requires safeguards against bias

While flexibility promotes inclusion, it can backfire if not managed properly. Proximity bias, i.e. when managers favor on-site employees, can harm equity and belonging. To avoid this, companies need clear DEIB policies, fair performance evaluations, and intentional communication practices that ensure remote and in-office employees receive equal visibility and opportunities.

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How do workplace management tools like deskbird help create an inclusive workplace experience?

Workplace management tools like deskbird make hybrid work more efficient and inclusive by ensuring fair access to spaces and resources. Employees can choose the setup that best supports their needs, removing barriers and reducing frustration.

Fair access to resources

With deskbird’s booking system, employees can reserve the desk, meeting room, or parking spot they need ahead of time. This levels the playing field by giving everyone equal access to resources, whether they are in the office daily, part-time, or occasionally.

Greater efficiency for hybrid teams

Interactive floor plans and real-time availability help employees quickly locate and secure the right workspace. This cuts down on wasted time searching for a free desk or room and ensures teams can collaborate smoothly without unnecessary scheduling conflicts.

Data-driven improvements for inclusion

deskbird’s workplace analytics reveal how office spaces are used and highlight patterns that may affect inclusion. Leaders can spot inequities, such as underutilized facilities or barriers for specific employee groups, and make targeted adjustments to create a fairer, more supportive workplace.

Request a free demo to discover valuable functionalities, like our hybrid work policy feature, desk booking software, week planning tool, and many more!

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Sources:

60+ Incredible Diversity In The Workplace Statistics [2023]: Facts You Need To Know, Zippia.

46 Diversity in the Workplace Statistics to Know, Builtin.