Diversity and its dynamics at different levels of system-whether in a group, an organization, or a community-present both challenges and opportunities for leaders. As has become clearer from a growing body of theory, research, and practice, diverse collectives can derive great benefit from their differences, but can also experience tensions related to those same differences. Phillips (2014), for example, compellingly summarized how racial, gender, and other types of diversity in groups can lead to availability of more information, more creativity, greater innovation, and deeper processing. But truly gaining these benefits requires more attention to process and to creating opportunities for the differences to emerge in the service of collective goals (see, eg, Creary et al., 2019).
Disability-diverse workplace welcomes people of all ability levels and creates a welcoming, supportive and accessible environment in which they can work on achieving their career goals.
To enhance workplace diversity, organisations can actively seek diverse candidates when hiring. They can do this by posting job advertisements on job boards and in forums dedicated to a diverse segment.
Age diversity refers to representing people of all age groups. In a workplace that's age diverse, you can expect to see people of different generations operating at varying levels throughout the company.