The human race is beautifully diverse in many ways; from skin colors to cultural backgrounds and even personalities, we cannot deny the visible difference. It is quite an eyesore that many actions have been (and are still be) taken to portray discrimination subtly or loudly. In a successful hospitality organization, as well as other industries, inclusion is key!

In this blog post, we will take you through the concepts of diversity, the significance of the dimensions of diversity, and how hospitality organizations can make use of them effectively.

Dimensions of Diversity – What They Are

The dimensions of diversity are best explained using the diversity wheel.

The “Dimensions of Diversity” wheel shows the complexness at which many of us process stimuli and knowledge. That consequently results in the assumptions that people make (usually concerning the behaviors of others), which ultimately drive our very own behaviors, which have an effect on others. The 4 layers of diversity model produced by Gardenswartz and Rowe has influenced and broadened the conversation about diversity. It sets a dark tone for inclusion by reflecting each person’s reality within the organization.

What Are The 4 Layers of Diversity?

The diversity wheel includes four layers of diversity by which stimuli, information, and experience are processed by many of us. The 4 layers of diversity are:

1. Personality: Personality is shaped early in life and is both influenced by, and influences, the other three layers throughout one’s lifetime and career choices. This includes an individual’s likes and dislikes, values, and beliefs.

2. Internal dimensions: This dimension is the layer in which many divisions between and among people exist and which forms the core of many diversity efforts.  Internal dimensions include the first things we see in other people, such as race or gender, and on which we make many assumptions and base judgments. These include aspects of diversity over which we have no control (though “physical ability” can change over time due to choices we make to be active or not, or in cases of illness or accidents).

3. External dimensions: These include aspects of our lives that we have some control over, which might change over time, and which usually form the basis for decisions on careers and work styles. This layer often determines, in part, with whom we develop friendships and what we do for work. This layer also tells us much about whom we like to be with. 

4. Organizational dimensions: This layer concerns the aspects of culture found in a work setting. While much attention to diversity efforts is focused on the internal dimensions, issues of preferential treatment and opportunities for development or promotion are impacted by the aspects of this layer. 

Diversity in the workplace- The Significance.

We live in the 21st century. Diversity comes in the form of a multigenerational workforce, a multi-ethnicity one, and more. It establishes a more inclusive environment, embracing the differences in employees. This in turn paves the path for a more positive work environment and helps the employees reach their maximum potential.

The importance of cultural diversity in the workplace can be gauged by the definition of cultural diversity itself. It is a metric that ensures eligible people are a part of the workplace irrespective of parameters such as race, region, religion, gender, etc. It also ensures that there is an equal representation of repressed sections.

Diversity drives innovation and enhances employee productivity. It combines various perspectives, many of which come from different cultures, making way for wider thoughts that form the basis for better ideas. Maintaining culture and diversity in the workplace is not just a moral obligation. It has innumerable financial and productivity benefits as well.

Dimensions of Diversity – how companies can use them for their culture

Here’s how to use dimensions of diversity to improve your company’s culture:

• Establish a sense of belonging: Having a sense of belonging is one of the most important psychological needs that need to be met for employees to feel connected with their employers and organizations.

• Treat ALL your employees fairly: Fairness is one of the crucial prerequisites for employees to feel valued and accepted. Unfair salaries and benefits packages for employees from different backgrounds lead to unhealthy workplace culture and a lack of diversity.

• Offer equal growth opportunities: The opportunity to grow is one of the main factors that attract and keep talent within companies. Therefore, you need to be careful about offering fair and equal growth and career advancement opportunities to your employees.

• Rewrite your job descriptions and job ads: If you want to attract more diverse talent, the language you use in your job posting makes a big difference.

• Support teamwork and collaboration: Teamwork and collaboration are what employees expect from their employers to support. Therefore, in order to attract and keep a more diverse workforce within your organization, collaboration should be one of your main company’s core values.

Cultural diversity is no longer a moral mandate. It is the backbone of a healthy organization that paves the way for a healthier work environment, happier teams, and better productivity. Culture and diversity are not a trend. It is here to stay. Are you making way for it in your hospitality organization?