The importance of cultural diversity in the workplace

29 May 2020
7 minute

Let’s face it, today’s business world is set on a global stage. Technology is just one factor that’s making our world smaller and giving companies of all sizes the freedom to recruit the best people, wherever they are. And as technology takes great strides into the future, the people who access it are jogging along in tandem.

Millennials are shaping the workplaces of today and the future. And the words on everyone’s lips is “cultural diversity.” It’s a trend that’s most definitely here to stay. But first, what exactly is cultural diversity?

For an actual definition, turn to The Oxford Dictionary. Here you’ll find it described as, “the existence of a variety of cultural or ethnic groups within a society” [1]. In other words, it’s a population where all differences are represented. From a business perspective, types of workplace diversity include, “race, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation” [2].

And with our political and worldwide backdrop, it’s imperative to understand both what cultural diversity is, and why it’s beneficial to your business. It’s not just to conform to expectations. From creating varied perspectives, to driving innovation, there’s a lot to be said for fostering this culture.

In this article, we’ll run through the real benefits of cultural diversity. Designed as an expert guide to cultural diversity, we’ll answer those key questions. Through helping you improve understanding of this topic within your organisation and develop a guide on how to promote cultural diversity in the workplace.    

What is cultural diversity?

Cultural diversity describes a representation of different cultural and ethnic groups in society. But when talking about diverse employees, it refers to the “result of practices, values, traditions, or beliefs of employees based on race, age, ethnicity, religion, or gender” [3].

It’s easy to talk about the theory and definitions of cultural diversity, but when it comes to creating that within an organisation, it very much depends on the practices used during the hiring process.

We’ve touched on the idea of the benefits cultural diversity offers, but equality and diversity are something that hasn’t just received lip service within the media. There’s been extensive research into its positive effects.

Studies into cultural diversity importance give us solid stats to work from when thinking about its benefits. For instance, economically, research shows that the 43 most diverse public corporations were 24% more profitable than the S&P 500 [4]. Other studies show that almost 95% of directors agree that diversity brings unique perspectives [5].

Ultimately, workplace diversity and inclusion allow businesses to build teams that bring different viewpoints and talents to the mix, increasing innovation and driving higher revenues.

Types of workplace diversity

To get a deeper understanding of what cultural diversity looks like, you need to start with a rundown of different types of recognised workplace diversity.

We are all defined by characteristics that go beyond the basic HR capture forms. We could write an everlasting list with all the types of cultural diversity with this theory in mind.

In HR terms, there are a few primary types of diversity characteristics to bear in mind [6]:

  • Gender – women make up a bigger percentage of the workforce than ever before. But there is still a gap in terms of fair pay and the percentage of women in leadership roles.
  • Race and ethnicity – as ethnic and racial identities evolve, standardised forms with ethnic groups fail to hit the mark. By opening the conversation with employees and candidates on race and ethnicity, this goes a step towards improving cultural diversity.
  • LGBT – the LGBT community includes a complex range of people in terms of backgrounds, experiences and challenges. To work towards eliminating discrimination, careful attention needs to be paid towards a strategy as an LGBT employer.
  • Age – both younger and older workers can be discriminated against in terms of preconceptions. Through steps like opening apprenticeships to all ages and providing cross-generation mentoring programmes, these prejudices can be addressed.
  • Workers with disabilities – disabilities can cover many differences, from the ability to form social relationships to physical disabilities. Part of this can be helped with a neurodiversity programme, as well as fighting against negative perceptions.
  • Mental health – focusing on mental health along with workplace wellness support can combat a variety of issues, from absenteeism to behavioural problems.
  • Neurodiversity – recognising and providing a supportive environment for those with neurological differences that include dyslexia, autism and Tourette’s helps organisations to celebrate differences and the benefits they can offer in well-matched job types.
  • Thought style – different personalities and thought styles can enhance creativity if the individual and the role are well matched. In contrast, it can cause stress if ill-matched.

It’s worth noting that this is by no means an exhaustive list. To be truly diverse, researching and considering other differences from marital status, to education, language and accents, all come into the mix [7].  

Three benefits of cultural diversity in the workplace

The benefits of diversity are long and varied. But here are our headline three benefits to fostering a culturally diverse policy in your organisation.

1. Cultural diversity helps develop and maximise skillsets  

A culturally diverse workplace empowers people to develop their talents and skills. A range of ideas and expertise enables those to learn from a more diverse collection of colleagues.

It can also boost problem-solving capabilities and increase happiness and productivity. In an environment where all voices are heard, this spirit of innovation and encouragement to contribute can drive business success [8].

2. Cultural diversity improves the recruitment process

Surveys show that two-thirds of candidates cite diversity as an important consideration during a job hunt [9].
By developing a strategy for cultural diversity, you can broaden your appeal to prospective employees, and reach out to more high-level candidates across the globe.

3. Cultural diversity can help you to retain talent  

Aside from attracting a broader talent pool in the first place, cultural diversity is the key to building the ideologies of respect between company and employee, and cooperation. In turn, this makes you a more attractive proposition to valuable candidates making you stand out in the marketplace.

Examples of cultural diversity at work

The proof is there for the taking if you want to see just how effective cultural diversity in the workplace can be. Here are three of our favourite examples to give you some inspiration.

Johnson & Johnson

Top of the list in a few guides on the subject. Johnson & Johnson bring a true company-wide approach to cultural diversity. From using technology to eliminate gender bias, to training interviewers to recognise and combat bias during the hiring process. 


With 4,000 languages available to users, Google brings a real-world solution to a global audience. This has been the driving force behind the company’s success. Their motto is inspiring, “never judge a search engine by its interface".


Ranked number 21 on DiversityInc’s 2019 list [10], Kellogg’s has more women in leadership roles than the national average. A third more. And they promote benefits such as longer maternity pay.  

How to manage and promote workplace diversity

As such a complex topic, there are naturally big challenges that come with developing a culturally diverse strategy in the workplace.

It’s a mindset and way of working that touches on everything from recruitment to training, to mentoring, policy changes and socialising. But steps like these can help form a basis to work from across the business:

  • Boost your cultural competency
  • Encourage and embrace different viewpoints
  • Offer implicit bias training
  • Promote the use of mentors [11] [12]

Cultural diversity in the workplace challenges

It’s not always an easy road to creating a culturally diverse workplace. While different companies will experience their difficulties along the way, there are some common themes to watch out for.

They include preconceptions from underrepresented cultures on being marginalised, misinterpretation across cultures and languages, the intricacies of employment law, and conflicting working styles and etiquette [13].

Working with Thomas

As a specialist that helps companies to realise the true potential in their people, we at Thomas are experts in helping you to develop culturally diverse strategies.

Our psychometric assessments increase diversity and inclusivity by removing unconscious bias from the recruitment process which can be influenced by a hiring manager’s background, cultural environment and personal experiences.

By mitigating bias and increasing a manager’s self-awareness, this leads to stronger decision making that isn’t reliant on gut reaction or instinct.

As well as recruitment insights, our tools can help you with people development and talent retention, hitting all areas of your organisation to drive cultural diversity.




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