The term 'diversity' has been used for too long in a very limited sense in the workplace to refer 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 people 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, 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 previously.

Diversity Consulting can help position your organisation to attract, retain and leverage the benefits of all kinds of diverse talent by introducing diversity initiatives that address all of the following differences: