A great deal of confusion exists about what diversity is. Webster's Dictionary defines diversity as the condition of having distinct or unlike elements. In a workplace, this means the variety among people related to such factors as age, culture, education, employee status, family status, function, gender, national origin, physical appearance, race, regional origin, religion, sexual orientation, and thinking style. Though these differences themselves are undeniable, corporate culture and society at large often deny them by recognizing and valuing only a narrow range of differences. While these differences have often been ignored or devalued in the past, awareness of the role they play in organizational effectiveness has more recently put the spotlight on diversity.

Valuing diversity means acknowledging that other people, other races, other voices, and other cultures have as much integrity and as much claim on the world as you do. It is the recognition that there are other ways of seeing the world, solving problems, and working together.

Managing diversity means promoting inclusion, creating an environment where all differences are valued, and in which each employee can develop to her or his full potential. From a business perspective, managing diversity is valuable because it means an organization gets the most from its employees. Companies that effectively manage diversity recognize that it is not enough to hire employees from underrepresented groups; they must also provide an environment where all employees are supported and valued.

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