Diversity

While the Four Layers of Diversity model contains twenty-four different ways that we can be different and unique, I really like the way diversity is broken down into forty different types in a blog post from CPS HR Consulting (40 Types of Diversity in the Workplace You Should Consider, n.d.). They break these types into four categories – Internal Diversity, External Diversity, Worldview Diversity, and Organizational Diversity.

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Internal Diversity:

1. Racial Diversity – This diversity refers to you, or your employer, surrounding yourself or employing people from various racial backgrounds. When you surround yourself with individuals who have a different cultural experience and perspective, new and different insights will be uncovered which can enrich both collaboration and innovation.

2. Ethnic Diversity – While ethnic diversity is closely related to racial diversity, it is different in that ethnic diversity focuses on different ethnic groups represented in your work or social community. Ethnicity goes beyond race by encompassing cultural factors like language and traditions, and by embracing ethnic diversity, you will create a more inclusive environment where everyone will feel respected for their cultural heritage.

3. Gender Diversity – Gender diversity means having a balanced representation of all genders – not just male and female, but also non-binary and gender-fluid individuals.

4. Gender Identity and Expression – Gender identity and expression focus on how individuals identify themselves and how they express their gender – this includes transgender, non-binary, and gender-nonconforming individuals. When you support the individual gender identity and expression of individuals you will create an environment where everyone feels comfortable to be themselves, their authentic selves, without fear of discrimination or bias.

5. Biological Sex – Biological sex and gender identity are not the same thing. Biological sex refers to the physical characteristics that typically categorized individuals as male or female at birth, such as chromosomes and reproductive organs.

6. Sexual Orientation – Sexual orientation is who an individual is attracted to, and can include many individual orientations such as heterosexual, homosexual, bisexual, asexual, queer, pansexual, and polysexual, just to name a few.

7. Age Diversity – By surrounding yourself and your work environment by people of various ages, from different generations, you will hear different perspectives from the different life experiences everyone has had, and this often improves creativity and problem-solving skills.

8. Physical Abilities and Disabilities - Diversity in physical abilities and disabilities refers to including people with varying degrees of physical capabilities, whether they have a disability or not. An inclusive environment will provide the necessary accommodation to ensure that everyone, no matter what their physical abilities are, can fully participate and contribute.

9. Cognitive and Learning Disabilities – Cognitive and learning disabilities, such as dyslexia and ADHD, can affect how individuals process information and perform tasks. Creating an inclusive and supportive environment by including assistive technology will allow these individuals to thrive.

10. Neurodiversity – Neurodiversity recognizes and respects the different ways that people’s brains function. Individuals with autism, ADHD, and other neurological differences can lead to innovative ideas and solutions, as neurodiverse individuals often think outside the box.

11. Nationality - By creating an inclusive environment for people from different countries or regions around the world, your environment will be enriched from the variety of work ethics and approaches to problems and solutions that different backgrounds can provide.

12. Cultural Background – Having cultural background diversity recognizes the different cultural values and traditions that individuals bring to their social networks and environments.

13. Family and Upbringing – Differences in socioeconomic status, parental roles, and the environment in which someone was raised, can shape who we are as individuals. Understanding the differences we all have in this area will help create a more empathetic environment.

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External Diversity:

1. Geographic Location – This diversity refers to where your friends, patrons, and coworkers live and work, which can influence everything from their work habits to their communication styles. People from different geographic locations bring unique insights to the table.

2. Language, Dialects, and Accents – Language diversity includes the different languages spoken by your friends, patrons, and coworkers, as well as the dialects and accents that reflect their backgrounds. Diversity in this area will create a more inclusive culture and help bridge gaps that might arise from language differences.

3. Income Levels – Income level diversity refers to the range of economic backgrounds that your friends, patrons, and coworkers come from. People from different income levels than your own will often bring different perspectives on financial priorities and access to resources, which will help you develop more inclusive policies.

4. Educational Background – This diversity covers the various levels and types of education that your associates have received, ranging from formal degrees to vocational training and self-taught skills. Encouraging educational diversity helps foster a culture of continuous learning and innovation.

5. Work History and Experiences – This refers to the diverse career paths and job experiences you will run across in your environment. Groups with varied work history and experiences will have a wide range of insights to offer.

6. Socioeconomic Status – Socioeconomic status diversity recognizes the different social and economic backgrounds of your friends, patrons, and coworkers. This includes factors like family income, educational opportunities, and access to resources. Understanding socioeconomic diversity will allow you to support people with varying needs and challenges.

7. Citizenship and Immigration Status – This type of diversity refers to the inclusion of people who may be citizens, permanent residents, visa holders, or undocumented. Supporting everyone, regardless of their citizenship and immigration status, ensures that they will feel secure and valued.

8. Marital Status – Marital status diversity includes your friends, patrons, and coworkers who are single, married, divorced, widowed, or in domestic partnerships. Being cognizant of this type of diversity can help you understand the work-life balance of other individual needs based on their different familial dynamics.

9. Parental and Family Status – This refers to the variety of family situations the people you interact and associate with can have, including being parents, guardians, caregivers, or individuals without children. Recognizing this diversity can help you understand the different priorities an individual might have.

10. Military Service – Military service diversity includes those who are veterans, active-duty members, reservists, or military spouses. These individuals often have unique skills and extraordinary discipline, and by supporting military service diversity you recognize the sacrifices and contributions of these individuals by offering them programs to help them transition into civilian jobs and members of the community.

11. Criminal History – This includes your friends, patrons, and coworkers who may have a criminal record. Being diverse in this area will help support individuals in rebuilding their lives while at the same time being able to benefit from their skills and experience.

12. Behavioral and Ethnodiversity – Behavioral and ethnodiversity refers to the diversity of behaviors, attitudes, and cultural practices that your friends, patrons, and coworkers bring into your environment. This might include different ways of socializing or approaching tasks based on cultural or ethnic backgrounds, and it will allow you and others to learn from each other’s differences.

13. Personality Traits and Thought Styles – This is about recognizing and valuing the different ways people think and interact with others. Examples of this category are introverts, extroverts, analytical thinkers, and creative thinkers. Surrounding yourself with people who are diverse in this area helps in problem-solving as different perspectives can lead to more comprehensive and effective solutions to your problems and issues.

14. Mental Health – Mental health diversity acknowledges the range of mental health conditions that your friends, patrons, and coworkers may experience. Supporting diversity in this area creates a culture to is sensitive to these issues and promotes a stigma-free environment.

15. Social Roles – This refers to the various roles that individuals play in their personal lives, such as being a caregiver, parent, community leader, or volunteer. Understanding the responsibilities that other people have helps to create a more empathetic environment.

16. Social and Economic Privilege – Social and economic privilege diversity involves recognizing the differing levels and degrees of privilege that individuals may have based on factors such as wealth, social connections, education, or race. Recognizing these differences allows the playing field to be leveled for everyone.

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Worldview Diversity:

1. Religious and Spiritual Beliefs – Diversity in religion includes the various faiths and spiritual practices that your friends, patrons, and coworkers may follow. This can range from organized religions such as Judaism, Islam, Hinduism, Christianity, and Buddhism to more individual spiritual practices. Embracing this type of diversity allows you to expand your worldview and see the world through the eyes and experiences of your friends, coworkers, and patrons.

2. Political Views – Political views diversity recognizes that your friends, coworkers, and patrons may have different opinions on political issues. These opinions are often shaped by their own individual experiences, and this diversity can sometimes lead to tension. But it also presents an opportunity for constructive dialogue and understanding. Creating an environment that allows, and respects, diverse political views will promote an environment of open and respectful communication.

3. Ideological Perspectives – Diverse ideological perspectives encompass the broader belief systems that guide how our friends, patrons, and coworkers think about and approach various aspects of life, such as ethics and social justice. Examples include perspectives on capitalism versus socialism, environmentalism, or human rights. Having an environment that is rich in diverse ideological perspectives allows for richer discussions and more well-rounded decision-making processes.

4. Personal Morals and Ethics – This refers to the individual principles that guide how people determine right from wrong, and are often influenced by cultural background, religions beliefs, or personal experiences. People you associate with in your community may have different standards for what they consider ethical or moral behavior.

5. Life Experiences – All of your friends, coworkers, and patrons have a unique set of experiences that have shaped who they are and how they view the world. Examples of these experiences include travel and education, personal hardships, and major life events. Each of our varied life experiences allows us to bring different perspectives than someone who has had different life experiences, and embracing these differences can create a more empathetic community.

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Organizational Diversity (these apply mostly to those whom you work with):

1. Job Roles and Departments – This refers to the variety of functions and responsibilities that individuals hold within an organization. By encouraging collaboration across different job roles and departments, you can create a more cohesive workplace where everyone understands and appreciates each other’s contributions.

2. Levels of Seniority – Levels of seniority diversity is the inclusion of employees at various stages of their careers, from entry-level positions (such as Library Aide) to senior leadership (such as County Librarians and Library Services Managers). Being diverse in this area brings together fresh perspectives (from newer employees) with the experience and wisdom of the seasoned employees, creating a stronger organizational culture that values both innovation and tradition.

3. Management and Leadership Roles – These focuses on the differences among those who are in leadership positions at your library, or library system. This can include variations in leadership style or decision-making approaches. When you have a diverse leadership that reflects different backgrounds and perspectives, you can more effectively address the needs and concerns of a diverse workforce.

4. Union Membership – Union membership diversity includes employees who are members of the labor union as well as those who are not. Understanding and respecting this diversity will create a more collaborative work environment where all employees, both union and non-unionized, feel their voices are heard and their rights are protected.

5. Skill Sets and Expertise – This type of diversity refers to the range of abilities that different employees bring to the library. This includes technical skills, soft skills, as well as specialized expertise in certain areas. By ensuring you have diverse skill sets and expertise at your library you can improve your library’s capabilities to better meet the needs of your patrons.

6. Employment Type (Full-Time, Part-Time, Contract) – Each of these types of employment comes with its own set of needs and expectations. By supporting the various types of employment, your library can create flexible work environments which lead to increased job satisfaction and retention across all the employment types.

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