What is the difference between equality and diversity?

Equality aims to ensure that all individuals have equal opportunities to succeed, and it prevents individuals from being discriminated against or treated differently due to certain personality or physical characteristics. Diversity, on the other hand, is about appreciating differences between individuals, and in context with the workplace ensuring that each of these varying attributes and characteristics are valued.

What is the importance of diversity in the workplace?

Diversity and inclusion are a vital part of workplace culture; not only are they important for the well-being of a company’s employees, but will also benefit the business itself: • Conflict reduction... • Increased confidence... • Boosting employee engagement... • Increased range of ideas... • Increased employee engagement... • Boosts company reputation... • Simplifies recruitment processes... • Wider talent pool to choose from... • Helps you to understand your customers better... • Reduce employee turnover...

What diversity in the workplace statistics are there?

• 67% of job seekers said that a diverse workforce is an important factor when evaluating companies and job offers. (Glassdoor) • 83% of millennials are more engaged when they think their company fosters an inclusive culture. (Deloitte) • Companies in the top quartile of gender diversity are 15% more likely to have financial returns that were above their national industry median. Companies in the top quartile of racial/ ethnic diversity are 35% more likely to have financial returns above their national industry median. (McKinsey) • Companies reporting the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity. (Science Daily)

What diversity in the workplace examples are there?

Companies across the board are taking steps to create an equality and diversity strategy. Some of the best diversity and inclusion in the workplace examples are: • AT&T took the prestigious top spot on DiversityInc’s Top 50 Companies for Diversity In 2019. AT&T has been applauded for its unbiased approach to both graduate recruitment and more senior hiring – allowing managers to recommend individuals through their own app. They also encourage their employees to speak openly about race, sexuality, religion etc, to increase mutual understanding of their colleagues. • Marriott International - in a close second place on DiversityInc’s Top 50 Companies, Marriott recently launched their Serve 360 plan, whereby they invested $5m in order for women, people with disabilities, veterans, refugees and more to learn hospitality skills. Not every company will be able to afford $5m; but it does point to the value of investing in professional development. • Accenture PLC is often ranked within the top companies for diversity, and though this is largely due to gender representation within their workforce, they have also been applauded for encouraging the inclusion of many different groups. Diversity training within the company is broken into three different categories; 1) Diversity Awareness, to help people understand the benefits of working with a diverse organisation, 2) Diversity Management, to help team leaders to successful manage diverse teams and 3) Professional Development, to enable minority groups to develop valuable new skills.

What are the challenges of diversity in the workplace?

Below are 3 common challenges of diversity in the workplace which are important to consider. 1. Communication Barriers Hiring employees from a range of cultures and backgrounds has fantastic benefits for businesses; but can occasionally result in communication or language barriers within a team. This can sometimes lead to frustration amongst employees and productivity loss. 2. Employee Requirements Whether it’s a VISA or specific cultural requirements, hiring employees from different countries can be tricky; especially if you are a relatively young company. As well as posing a logistical challenge, it’s important to remember that these accommodations can also sometimes be an added business cost to factor into your hiring plans. 3. Gender Equality Issues Salary inequality between men and women has been a huge topic of discussion in recent years. Individuals that are treated unequally can become demotivated and often choose to leave, causing increases in staff turnover. The Equal Pay Act aims to prevent gender equality issues by ensuring companies pay equally between women and men for equal work. It is also important for employers to ensure the same equality is practiced during the hiring process as well as with career progression in terms of opportunities offered and promotions. 4. Generational Differences In teams where there is a wide age range, especially if the company is recruiting graduates, there many be some generational differences or generation gaps. This could potentially hinder discussions on certain subjects; millennials account for the majority of UK workers, which is evolving today’s corporate culture. This is something to consider when you start your graduate recruitment plans, as individuals from other generations might struggle to adjust to any changes that occur. To bridge the gap between generations, promote an office culture where all views are heard and sustain a collaborative environment. 5. Conflicting Beliefs Conflicts can arise in the workplace due to differences in religious, political or cultural beliefs, and unfortunately discrimination and prejudice still occurs in some corporate environments. 6. Disability discrimination The workplace can be tough for employees with a physical or mental disability. In a recent study on disability and employment 12% of employers are concerned that disabled employees will take more time off work and 19% believe that it’s expensive to hire individuals with a disability due to costs involved in adapting the workplace. With many offices not fully equipped with wheelchair access or no allowances for dogs, disabled individuals are still widely discriminated against today. 7. Isolated Individuals Sometimes employees can feel left out or isolated when groups of other individuals with similar backgrounds and characteristics, form 'cliques' or social circles. 8. Time Consuming Implementation Process When thinking about the disadvantages of diversity in the workplace, one of the key issues is that implementing a diversity in the workplace policy can be a lengthy process involving research, time and resources. It can also work out quite costly, if you decide to offer training to help bridge skills gaps for example. This can make it difficult, particularly for small businesses and startups to launch a diversity strategy. However, there are always smaller, less costly positive changes that can be made to ensure all employees feel included and have a voice. 9. Resistance to change In most companies it is common to find certain individuals that are resistant to change. "This is the way we've always done it" doesn't mean that it's the right way to do it now; however sometimes it can be difficult to convince these individuals that change can be a good thing which can inhibit the progress of a diversity and inclusion strategy.

What Is Diversity In The Workplace? Examples, Definition

Q: What is diversity in the workplace?

Put very simply, diversity in the workplace means that a company hires a wide range of diverse individuals. Diversity is often misconceived as solely multicultural matters, however it also applies to diversity of gender, race, ethnicity, age, sexuality, language, educational, background, and so on. But in today's society, workplace diversity doesn’t just extend to hiring diverse individuals, but also making sure that the participation of these employees is equal. Given that a study by The University of Michigan found that people hired for ‘diversity purposes’ were sometimes seen as less qualified, employers have increasingly recognised that symbolically hiring a diverse range of people just isn’t enough. In recent years, the topic of diversity and inclusion in the workplace has extended to ensuring that companies increasing the participation, performance and compensation of minorities, not just symbolic hiring in order to ‘tick a box’. More importantly, companies have recognised the huge value that hiring a diverse range of individuals and personalities can add for their business. In the following article, we look into the meaning of diversity & inclusion, the importance of diversity in the workplace; as well as the competitive edge it can give your business; in terms of graduate recruitment and beyond.

Q: What are the benefits of diversity in the workplace for employees?

1. Conflict reduction: Within a diverse workplace, employees can better understand each other's differences. This will often help to reduce conflicts between even the most different team members; and will often unite people with a common purpose rather than divide them. 2. Increased confidence: When employees' recognise that differences are embraced and celebrated in an organisation, they are likely to also be more confident in their own unique qualities. Encouraging diversity can help to boost confidence and performance from individual team members, who may be more easily able to express their ideas, become closer to their colleagues and enjoy and take pride in their work. 3. Boosting employee engagement: Employees are far more likely to perform well in an environment where diversity and inclusion are top priority. The whole point of diversity & inclusion that it is about everyone, not just underrepresented groups - so encouraging everyone to be confident in their ability will only help to boost morale and employee engagement across the entire team.

Q: What are the benefits of diversity in the workplace for employers?

1. Increased range of ideas: One of the key benefits of diversity in society is the vast range of ideas that can be explored. Diversity in the workplace will often result in a much broader spectrum of creativity, from people with different backgrounds, skills and experiences. A wider range of different perspectives will be highly beneficial across all teams; from marketing to finance. 2. Increased employee engagement: Generally speaking, employees who feel included and wanted will be more engaged and motivated to do well. In turn, a more engaged team will often yield better team performance; making it a win-win for employers. 3. Boosts company reputation & simplifies recruitment processes: Diversity in the workplace will help to build a great reputation for the company; especially important when you are looking to hire and retain talent. Especially in terms of graduate recruitment, D&I can play a huge role in attracting candidates to your business; if done well, it can also help you stand out from the bigger firms. 4. Wider talent pool to choose from: Companies that only hire men, for example, are limiting themselves to the skills of half the population, this is just one of the many benefits of gender diversity in the workplace. 5. Helps you to understand your customers better:Having a more diverse team will help your company gain a broader understanding of your customers, what they want and what they look for. Who knows? Your company could be missing out on a huge group of potential customers that could be explored by hiring more diversely. 6. Reduce employee turnover: Companies with a diverse workforce will tend to retain employees for longer, because ultimately employees who feel accepted and valued will be much less likely to leave. Likewise, companies who clearly value career development, and really care about their employees, will tend to have a much higher retention rate than those who don't.

As talks of diversity grow, employers are beginning to value a wide mix of employees. But what does DEI mean? Why does it matter?

Diversity in the workplace isn’t a hiring trend. Business leaders see that equality and diversity benefit the company and its employees in the long term. Employing people with diverse backgrounds is key to business success.

Our latest recruitment stats show that almost 90% of graduates prefer to work for a company that values inclusion. What is your company doing to support them?

In this article, we will answer all your questions about DEI. We explain the difference between equality and equity, and how DEI can give your business a competitive edge in hiring graduates.

Contact us today to build your diverse workforce. We can help you find thousands of top candidates and tell you more about our recruitment services.

We dedicate ourselves to offering equal opportunities for everyone. Also, we have been gathering info from applicants in our database to help us understand our current diversity better.

Look at our D&I 2024 report and see how we stack up as an equal-opportunity employer.

Take a look at our D&I 2024 report and see how we stack up as an equal opportunity employer

D&I statistics

Diversity in the workplace definition & explanation

Diversity in the workplace means hiring individuals from a wide range of backgrounds. This includes gender, race, ethnicity, age, sexual orientation, language, education, and more.

In recent years, workplace diversity has aimed to boost the participation, performance, and pay of minorities. It’s not enough to only hire them to ‘tick a box’.

A University of Michigan study found that ‘diversity hires’ were sometimes seen as less qualified. Employers now understand that only hiring a diverse range of people isn’t enough. We need to extend our support beyond the hire.

It is vital to value a diverse workforce for long-term growth. But, we must also empathise with and support these employees.

Workplace diversity summary video

DEI: what is the difference between diversity, equality, equity, and inclusion?

You may have noticed a shift in corporate culture from D&I to DEI. What does DEI stand for? How does it differ from D&I? Here’s a simple breakdown:

What is diversity in the workplace?

Diversity means having a wide range of different backgrounds and traits in your team. This includes gender, race, age, and sexual orientation, among others. A diverse workplace values these differences, bringing fresh perspectives and ideas.

What is equality in the workplace?

Equality in the workplace gives everyone equal opportunities to succeed. This means no discrimination or different treatment based on their personal traits.

What is equity in the workplace?

It’s important to recognise the difference between equality vs equity. Equity means giving each person the support they need to overcome their unique challenges.

Equity creates fairness by addressing different needs. Treating everyone the same doesn’t always lead to fair outcomes. Some employees may need more tailored support to succeed.

What is inclusion in the workplace?

Inclusion is about creating a workplace where everyone feels valued and respected. It ensures that multicultural employees are not ‘diversity hires’. They must be included and receive equal opportunities to contribute and grow.

What is the difference between DEI and D&I?

Diversity and Inclusion (D&I) aim to build a varied workforce and ensure everyone feels included.

Yet, Diversity, Equity, and Inclusion (DEI) also address fairness. They provide the unique support each employee needs to succeed.

Understanding the difference between D&I and DEI helps create a better strategy. It should foster not only diversity, but also a supportive work environment. This will help employees in the long run.

What is the importance of linguistic and cultural diversity in the workplace?

Understanding and valuing cultural diversity results in a healthier and more collaborative workplace. Employees should be curious and accept other cultures. This is the first step to appreciating a peer’s background and finding mutual respect.

A recent article by Tomedes offers an example of the benefits of linguistic and cultural diversity. As a global language solutions agency, their values are rooted in inclusion. They say that fostering diversity can boost a growing company. DEI has led to stronger communication and higher productivity because their employees feel a sense of belonging.

Workplace diversity and inclusion are essential not only for the well-being of employees but also for the success of the business. A diverse workforce helps to cultivate innovation, improve problem-solving, and enhance team collaboration.

Our latest survey on recruitment trends found that 30% of graduate jobseekers feel overlooked for roles due to discrimination and unconscious bias.

This shows the impact of DEI on the workplace and the application process. It’s essential that businesses seriously consider how they approach workplace diversity.

Below are the advantages of diversity in the workplace for both employees and employers.

What are the benefits of diversity in the workplace for employees?

An inclusive workplace helps employees understand each other’s perspectives and backgrounds.

This awareness often helps reduce conflicts. Team members are more likely to focus on common goals instead of letting differences divide them.

When employees see that their differences are embraced, they gain more confidence in their unique qualities.

Encouraging diversity boosts individuals’ confidence and performance. They become more comfortable sharing ideas, building relationships, and taking pride in their work.

Employees perform best in a workplace that values diversity and inclusion.

Diversity and inclusion benefit everyone, not just underrepresented groups. When all employees feel confident and valued, morale improves. This leads to higher engagement and better performance across the team.

What are the benefits of diversity in the workplace for employers?

One of the main advantages of diversity in the workplace is the wide variety of ideas it brings. Employees from different backgrounds contribute unique perspectives, varied skills, and new experiences.

This diversity boosts creativity and innovation in all teams, from marketing to finance. This leads to better problem-solving and new solutions.

Employees who feel included and valued are more likely to be engaged and motivated in their work. This sense of belonging drives higher levels of enthusiasm and commitment.

A more engaged team performs better. So, diversity is a win-win for employers.

Diversity and inclusion boost your company’s reputation. This is vital for attracting and retaining talent.

In graduate recruitment, a focus on Diversity, Equity, and Inclusion (DEI) can make your company more appealing to candidates. Done right, it can also help your business stand out from larger competitors.

Embracing diversity lets employers access a wider range of skills and views. For example, companies that only hire men are limiting themselves to the talents of half the population. Gender diversity, like other varied backgrounds, expands the talent pool. It offers more options for hiring the best candidates.

A more diverse team will help your company understand your customers better. It will reveal what they want and look for. This means you can gain new views and spot missed opportunities.

Who knows? Your company might be missing potential customers that you could find by hiring a more diverse workforce.

Companies with a diverse workforce tend to retain employees for longer. When employees feel accepted and valued for who they are, they are more likely to stay with the company long-term.

Also, companies that prioritise career development and care for employees are more likely to retain talent. Employees are more engaged and satisfied in such environments.

Benefits of diversity in the workplace statistics

Still not convinced of the importance of DEI? Here are some key statistics that indicate the value and benefits of diversity and inclusion in the workplace.

67% of job seekers said a varied workforce is important when evaluating companies and job offers. Glassdoor
83% of millennials are more engaged if their company has an inclusive culture. Deloitte
Gender-diverse companies in the top quartile are 15% more likely to outperform their national industry median in financial returns. Companies with high racial/ethnic diversity are 35% more likely to have above-median financial returns. McKinsey
The most racially diverse companies generated nearly 15 times the sales of the companies with the least diversity. Science Daily
Of the 30% of grads who felt overlooked in interviews due to discrimination, 42% felt it was due to their ethnicity and 17% their sex/gender. Give a Grad a Go.

Diversity in the workplace examples

Companies across the board are taking steps to create a DEI strategy. Some of the best inclusion in the workplace examples are:

AT&T

Industry: Technology

AT&T took the prestigious top spot on DiversityInc’s Top 50 Companies for Diversity in 2019.

The award praised CEO and Chairman Randall Stephenson’s behaviour. He is a strong advocate for D&I in corporate firms.

AT&T has been praised for its unbiased graduate recruitment and senior hiring. It allows managers to recommend candidates via their app.

They also encourage employees to discuss race, sexuality, religion, and more. This is to increase understanding among colleagues.

Marriott International

Industry: Hospitality

In a close second on DiversityInc’s Top 50 Companies, Marriott launched their Serve 360 plan. They invested $5m for women, the disabled, veterans, and refugees to learn hospitality skills.

Not every company can afford $5m. But, it shows the value of investing in professional development.

Accenture PLC

Industry: Professional Services

Accenture often ranks among the top companies for DEI. Thompson Reuters’ 2018 Diversity and Inclusion Index ranked them as the most diverse company. This is largely due to their gender representation. But, they have also been praised for including many different groups.

The company’s D&I training has three parts:

1) Diversity Awareness, to show the benefits of a diverse organisation.

2) Diversity Management, to help team leaders manage inclusive teams.

3) Professional Development, to help minority groups build new skills.

If your company has found ways to encourage workplace diversity, please share them. Contact us at [email protected].

Challenges of diversity in the workplace

As companies embrace a more diverse workforce, there are a few common concerns that may come up.

These challenges are a part of creating a more inclusive and dynamic workplace. They may feel overwhelming at times, but they are manageable with the right approach.

Here are some typical concerns employers might have about promoting equality and diversity in the workplace (we’ll explore solutions in the next section!).

Hiring employees from a mix of cultures and backgrounds benefits businesses. But, it can cause communication or language barriers within a team.

These challenges can frustrate team members and potentially impact productivity.

Embracing Business Diversity: Is Technology the Answer?
Hiring employees from different countries can be tricky, especially for new businesses. This is due to things like visas and cultural requirements.

This isn’t just a logistical challenge. When making hiring plans, you should consider the added costs of these accommodations.
Salary inequality between men and women has been an important topic in recent years. Unfair treatment, especially in pay, frustrates employees and raises turnover.

The Equal Pay Act helps address this by ensuring that men and women receive equal pay for equal work.

But it’s not just about pay. Employers must ensure equality in hiring, career growth, and promotions. Everyone, regardless of gender or background, should have equal opportunities to succeed and advance.
In teams with a wide age range, especially when hiring graduates, there may be some generational gaps.

With millennials now the majority of the UK’s workforce, they’re shaping corporate culture. Other generations may struggle to adjust to these changes.

As you plan your graduate recruitment strategy, consider how generational gaps might affect team dynamics.
In a diverse workplace, conflicts can arise from differing beliefs. These may be religious, political, or cultural.

Unfortunately, some corporate environments can still have discrimination. So, we must promote open communication and inclusivity. This will prevent misunderstandings and ensure everyone feels valued.
The workplace can be tough for employees with physical or mental disabilities.

A recent study found that 12% of employers worry that disabled employees may take more time off. Also, 19% are concerned about the costs of adapting the workplace for them.

These concerns often arise from inaccessible offices, which may lack wheelchair access or support for service animals.
At times, employees may feel isolated when certain groups form “cliques” based on similar backgrounds.

This can create a sense of exclusion for those who don’t share the same traits or experiences.
A challenge of promoting equality and diversity at work is the time and resources needed to create an effective strategy.

Creating and rolling out a diversity plan usually requires a lot of research, planning, and investment. This can be expensive, especially when training to bridge skills gaps.

This can make it hard for small businesses and startups to launch an inclusive strategy.
Many companies face resistance to change. Some employees cling to, “this is how we’ve always done it.”

Yet, just because someone has always done something a certain way doesn’t mean it’s still the best approach.

It’s challenging to convince those resistant to change. But, it’s vital for advancing diversity and inclusion initiatives.

How to promote diversity in the workplace?

We’ve discussed some common challenges with workplace inclusivity. The good news is, that they aren’t impossible to overcome, no matter your company’s size.

Now, let’s look at some potential solutions on how to promote DEI in the workplace:

Start by making diversity challenges a priority. Bring them up in senior management meetings. Or, discuss them with the whole team to gather feedback.

Regularly assess your D&I efforts and make adjustments as needed to keep improving. This helps ensure you’re staying on track and addressing any issues as they arise.
A strong DEI (Diversity, Equity, and Inclusion) strategy sets the foundation for success.

We recommend you seek advice from a diverse range of people in the business on your workplace diversity and inclusion strategy. Individuals from different departments are likely to have different opinions!
When launching your diversity and inclusion strategy, get the whole team involved.

Having an internal diversity and inclusion team can help. They can shape and track your goals and ensure they align with the company’s objectives.

Also, desk swaps and cross-team projects can encourage collaboration. They can break down silos, prevent cliques, and build stronger connections
A mentoring scheme is a simple, low-cost DEI strategy. It can increase employee satisfaction and help retain top talent.

They help employees feel supported, valued, and included. This ensures everyone has the chance to grow and contribute.

Tip: Explore the benefits of mentoring in the workplace to see how it can transform your team.
Offer a clear, professional development structure to all employees.

Bridge the digital skills gap between generations. Offer computer or language training for non-native English-speaking employees.

Diversity training for managers and HR teams is also essential. It will help them to handle sensitive situations with understanding and compassion.
Having bilingual or multilingual employees can help navigate a multicultural workforce.

They help bridge cultures and address language barriers. This fosters smoother communication and collaboration between English and non-English-speaking staff.
Businesses have a responsibility to ensure gender equality in the workplace. This includes hiring both men and women fairly. It means paying them equally for equal work and giving everyone the same chances for promotions and career growth.

Encouraging more women to work in tech is another example of promoting gender equality in all job sectors.
Support disabled employees by providing disabled access, ramps, and accessible toilets. You can also allow service dogs at work and offer well-being initiatives.

Find out other ways to manage mental health in the workplace.
Holding employees accountable for embracing diversity and inclusion is essential. If someone is discriminating against others for their background, ethnicity, or religion, it’s vital to address it promptly.

Set clear rules and enforce them consistently. If some individuals can’t accept a diverse office, make it clear that you will not tolerate this behaviour.

Regular reminders to keep personal beliefs separate from work can help. They can reduce conflicts and ensure a respectful environment for all.
When planning your diversity and inclusion strategy, consider costs and time constraints from the start.

Doing so will help your plans run smoothly and avoid unexpected expenses or delays later. Thoughtful planning keeps things on track and ensures a successful implementation.

Diversity and Inclusion in the Workplace Webinar

Diversity and equality in the workplace are hot topics among employers, hiring managers, and recruiters.

This webinar for employers will discuss ways to ensure equal opportunities for all. It explains how to prevent discrimination in hiring and during employment.

This quick webinar includes advice from diversity advocates: Alex Ehmcke of Pink News, Luke Davis of Diversifying, Shana Gujral of ThinkLila, and Adeva Solanke.

Diversity in the workplace is a necessity for all businesses; with benefits for both employers and employees.

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What is diversity in the workplace? Examples and definition

Diversity in the workplace definition & explanation

Workplace diversity summary video

DEI: what is the difference between diversity, equality, equity, and inclusion?

What is the importance of linguistic and cultural diversity in the workplace?

What are the benefits of diversity in the workplace for employees?

Conflict reduction

Increased confidence

Boosting employee engagement

What are the benefits of diversity in the workplace for employers?

Increased range of ideas

Increased employee engagement

Boosts company reputation and simplifies recruitment processes

Access to a wider talent pool

A better understanding of your customers

Reduce employee turnover

Benefits of diversity in the workplace statistics

Diversity in the workplace examples

Challenges of diversity in the workplace

1. Communication barriers

2. Employee requirements

3. Gender equality issues

4. Generational differences

5. Conflicting beliefs

6. Disability discrimination

7. Isolated individuals

8. Time consuming implementation process

9. Resistance to change

How to promote diversity in the workplace?

1. Identify the problems

2. Build a clear DEI strategy

3. Involve the whole team

4. Start mentoring schemes

5. Offer training programmes

6. Hire bilingual or multilingual employees

7. Install initiatives for gender equality

8. Accommodate disabilities

9. Hold people accountable

10. Factor in costs and time restraints

Diversity and Inclusion in the Workplace Webinar

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