Diversity is accepting, understanding, and valuing the differences in people based on different

genders, religions, ethnicities, sexual orientations. Diversity characteristic can be broadly

categorised into two categories, the visible traits (race, gender, physical abilities, etc) and the
invisible traits (sexual orientation, religion, socioeconomic status, etc).

According to a report by Deloitte, diversity has a different meaning for every generation. For
example – Gen X and Baby Boomers view diversity as fair and equal representation of
individuals irrespective of their demographic background whereas millennials view diversity as
taking advantage of the diverse backgrounds, perspectives and experiences of individuals and
using them to lead to innovation.

Cognitive Diversity is diversity in opinions, beliefs, views and styles of problem solving. Diversity
of thought or as we call it cognitive diversity is considered as an important factor of workplace
now a day. One study found that cognitive diversity can improve team creativity by up to 20%
and reduce risks by up to 30%. Another research showed that while they are more cognitively
diverse, the teams solve problems faster.

Thus, it has become increasingly important for companies have a proper policies and practices
in place to maximise opportunities arising out of diversity and minimise risks.

Equity refers to the unbiased conduct, approach, chance, progression and equal opportunity for
all the employees keeping in mind and simultaneously endeavouring to distinguish and remove
boundaries that have forestalled the full support of certain gatherings. Cultivating this at
workplace includes expanding equity and impartiality inside the techniques and cycles of
companies or frameworks, just as in their conveyance of assets. Handling equity concern
involves a comprehension of the main drivers of results of inconsistencies inside our general
public.

Inclusion refers to creating a workplace environment which is supportive, collaborative and

respectful in nature. It should promote participation of all employees and facilitate them to
contribute to the organizational goals in an efficient manner. Inclusion should remove all
barriers, intolerance and discrimination and should make all employees feel included and
supported.

Diversity, equity and inclusion at workplace is not just a trend or an important step or checklist
for the company to apply it but DEI have developed into a educational and social phenomenon
that must be implemented to make the companies better and productive. It is also important as
it promotes employee engagement in a better manner and also efficiently, the company
reputation and confidence is also embraced and talent across all the sections of society is
attracted.

Even after having the knowledge and policies in hand, many companies around the globe are
not able to apply diversity, equity and inclusion in their offices and also among their workforce.
There is still a lot needs to be done to address the importance of diversity, equity and inclusion
in the workplace.

There should be proper guidelines in every department of the company to maintain diversity,
equity and inclusion at work and maintaining through the course. For this the upper
management and team involvement is needed and they should be made a part of this. The
management should conduct and promote some frequent events and also training can be
imparted to make people more aware about DEI and its importance at offices and other
workplace. Engagement of employees and co-workers can also be looked at different DEI
programs and conversation. All the policies should be reviewed and also the processes should
be developed frequently to promote and ensure Diversity, Equity and Inclusion at workplace.