For too long, the term ‘diversity’ has been used in a very limited sense in the workplace, referring to a few specific marginalised groups. For example, ‘diversity’ in the South African workplace in the 1980’s and 90’s was taken to refer primarily to ‘race’. In Australia, it referred primarily to women and Aboriginal Australians; and in the USA, primarily to race and gender.

Today, as the business case for diversity has become more apparent in the globalised economy, organisations recognise the need to leverage the benefits a diverse workforce can provide; differences encompassing a large range of dimensions such as race, gender, language, culture, age, religion, lifestyle, sexual orientation, personality, and thinking and behavioural styles.

This has led to a shift in perspective so that diversity in the workplace is now conceived far more broadly than done so previously. Diversity Consulting can help position your organisation to attract, retain and leverage the benefits of diverse talent by introducing initiatives that address all of the following differences:
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