DEFINITIONS OF DIVERSITY
The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can
be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic
status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is
the exploration of these differences in a safe, positive, and nurturing environment. It is
about understanding each other and moving beyond simple tolerance to embracing and
celebrating the rich dimensions of diversity contained within each individual.
−University of Oregon
Diversity is "otherness," or those human qualities that are different from our own and
outside the groups to which we belong, yet are present in other individuals and groups.
It is important to distinguish between the primary and secondary dimensions of diversity.
Primary dimensions are the following: age, ethnicity, gender, physical abilities/qualities,
race and sexual orientation. Secondary dimensions of diversity are those that can be
changed, and include, but are not limited to: educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, and
work experiences.
−University of Maryland
Diversity means differences among groups of people and individuals based on race,
ethnicity, socioeconomic status, gender, language, exceptionalities, religion, sexual orientation, and geographic region in which they live.
−National Association for Multicultural Education
To celebrate diversity is to appreciate and value individual differences. Although the
term is often used to refer to differences based on race, ethnicity, gender, age, religion,
disability, national origin, and sexual orientation, diversity encompasses an infinite
range of individuals’ unique characteristics and experiences, including communication
styles, physical characteristics such as height and weight, and speed of learning and
comprehension.
−Society for Human Resource Management
Diversity is about each person coming to terms with his or her attitudes, beliefs, and expectations about others and gaining comfort with differentness. Diversity is big enough
to include everyone—young and old, homeless and affluent, immigrant and native,
white and black—and goes beyond race and gender. All human beings have been socialized to behave in certain ways, and all of us are at times both perpetrators and victims of discrimination and stereotypes.
−Society for Human Resource Management
Diversity refers to the variety of backgrounds and characteristics found among humankind; thus, it embraces all aspects of human similarities and differences. Yet, we recognize that various preconceived notions, especially about our differences, have often
resulted in inequitable treatment and discriminatory practices. While we support diversity as an inclusive concept, reality compels us to focus considerable attention to addressing issues related to those individuals and groups that have historically been excluded from society’s mainstream. Diversity can also be considered as the process of
establishing relationships, policies, and procedures that support individuals and foster
productive communities. This aspect of diversity assists us in creating a culture that attains operational excellence while providing opportunities for individuals to reach their
full potential.
−University of Central Florida
Diversity means looking for a rich variety of voices, perspectives, persuasions, ideas,
understanding, culture, religion, lifestyles, politics, and more, in addition to traditional
issues we associate with the topic, such as race, ethnicity, gender, sexual orientation,
age, geography, abilities, politics, ideology, language, and much more.
−Aly Colόn, Diversity Program Director, The Poynter Institute
Diversity refers to the collection of individual qualities that reflect a person’s fundamental nature and contribute to his/her effectiveness, to include race, gender, ethnicity, religion, culture, talents, age, creativity, and socioeconomic background. Diversity is not
just another word for equal opportunity, though that is clearly still a priority for us. Today, it needs to be about much more. It needs to be about the incredible power of the
new and different ideas that come naturally from the attributes our people bring with
them from society. Those attributes include culture and background, as well as one’s
age, education, and wealth. Goals include: improving diversity, recruiting and retention;
monitoring and assessing diversity advancement and program selection rates, using the
results to determine better indicators of success; and sustaining a culture that values
diversity through continuous education and training.
−Chief of Naval Personnel, Vice Admiral Gerry Hoewing
The concept of diversity is watered down from a commitment to open opportunities for
historically disadvantaged groups because institutions are worried about going against
recent court cases. Additionally, substantial members of the majority believe the best
hope for reducing racial inequality lies in remedies that are fair to them while offering the
minority the hope of improved well being. These remedies are thought to be non-racebased, because they seek to improve the well being of the minority groups without consciously making the majority worse off. Hence, application of diversity is inadvertently
used in light of majority’s benefit. Being committed to fairness does not necessarily result to equal treatment of the under privileged. Diversity should allow equal access to
power and privileges accorded to the majority. Therefore, the immediate goal for the
society is to enhance equality through rigorous innovations of principles necessary to
put all of its members to par and to dismantle all institutions of racism, bigotry, discrimination, stereotyping, impartiality, and malice.
−James Mbuva, National University
Diversity recognizes and includes the following categories: race, color, age, ethnicity
religion, gender, sexual orientation, physical ability, mental ability, other health impairments, and socioeconomic status.
−Fullerton College
The first layer of diversity is individual personality. Internal dimensions of diversity are:
age, gender, sexual orientation, physical ability, ethnicity, and race. External dimensions are: geographic location, recreational habits, personal habits, income, religion,
educational background, work experience, marital status, parental status, and appearance. Organizational dimensions are: functional level/classification, work content/field,
seniority, division/department/unit/group, work location, union affiliation, and management status.
The broadest definition of diversity goes beyond visible traits and/or characteristics. It
emphasizes the importance of inclusiveness and examining similarities as well as differences. The following list represents some of the dimensions which can be used to
distinguish humans from one another and which fall under the definition of diversity: geographical
location,
ethnic
background,
racial
background,
abilities/disabilities/challenges, religious background, spiritual background, family heritage &
customs, gender, age, language & communication style, socioeconomic status, cognitive style, physical & mental health, skin color, international issues/nationality, occupation, working habits, societal heritage & customs, sexual orientation, sexual identity,
marital status, physical appearance, suburban/urban/rural life.
−Maricopa Community Colleges
Human diversity is variety and otherness. It includes, but may not be limited to, age,
ethnicity, gender, religion, physical or mental abilities and disabilities, socioeconomic
status, sexual orientation, gender identity, and national origin. In promoting diversity,
the University pledges to respect and value personal uniqueness and differences, to
seek to attract diverse faculty, staff, and students, to challenge stereotypes, and to promote sensitivity and inclusion. It understands that its staff, faculty, and students must
reflect the diversity of the metropolitan area and beyond. It takes seriously its commitment to diversity as expressed in the Mission Statement and Strategic Academic Plan.
−University of Toledo
Our definition of diversity goes beyond race and gender. It includes the following: race,
gender, age, sexual orientation, disability, religion, national origin, educational background, parental status, political affiliation, and other intangibles such as ideas, proce-
dures, and ways of doing things. We believe that a broad definition of diversity fosters
an environment of inclusion. An EEO/Diversity committee can support our commitments to diversity. The committee is responsible for meeting and discussing diversity
initiatives that will assist us in our efforts to create an environment that embraces the
concepts of respect, tolerance, and awareness of differences. It must be supported unequivocally by leadership and management. Our goals are to:
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Actively recruit a diverse workforce;
Foster an atmosphere of inclusion & equitable participation by all employees;
Request the participation of minority employees on panels, task forces, and
working groups;
Establish corporate community outreach programs that will enable the institution
to remain the employer of choice for future generations;
Develop programs to assist employees in balancing work life and family life;
Provide all employees with opportunities & training to take on leadership roles;
Provide equal opportunities for employees to advance commensurate with personal goals and abilities;
Develop a diversity plan with metrics that measures our success.
−BNA
Diversity means difference. It is inclusive, not exclusive. It embraces but is not limited
to race, ethnicity, gender, sexual orientation, socioeconomic class, age, geographic location, national origin, religious beliefs, and physical abilities. Diversity is valued because
it generates a multiplicity of ideas and viewpoints, leads to more creative and efficient
problem solving, fosters an understanding and acceptance of individuals from different
backgrounds, and recognizes the contributions that a variety of individuals and groups
can make.
−Appalachian State University
Culture can be understood as the ever-changing values, traditions, social and political
relationships, and worldview created and shared by a group of people bound together by
a combination of factors that can include a common history, geographic location, language, social class, and/or religion, and how these are transformed by those who share
them. Thus, it includes not only tangibles such as foods, holidays, dress, and artistic expression, but also less tangible manifestations such as learning styles, interactional or
communication styles, language differences, attitudes, values, and family relationships.
−Sonia Nieto’s Affirming Diversity: The Sociopolitical Context of Multicultural Education
Cultural diversity includes (but is not limited to): race, religion, ethnicity, gender, sexual
orientation, socioeconomic status, age, physical and mental ability, language, education,
occupation, nation of origin, etc. A Campus of Difference programs provide practical,
experiential, hands-on training with skills to challenge prejudice and discrimination,
foster intergroup understanding, and to equip students, faculty, staff, and administrators to live and work successfully and civilly in a diverse world.
−A Campus of Difference Training Manual
Diversity is an appreciation of people with different backgrounds with an emphasis on
gender, race/ethnicity, religion, age, sexual orientation, physical abilities, socioeconomic class, and national origin.
Diversity is valued because it generates a multiplicity of ideas and viewpoints, leads to
more creative and efficient problem solving, fosters an understanding and acceptance of
individuals from different backgrounds, and recognizes the contributions that a variety
of individuals and groups can make.
−UNI Division of Educational & Student Services