(Oxford English Dictionary, Shorter OED)


  1. Different in character or quality; not of the same kind; unlike in nature or qualities.
  2. Differing from itself in different circumstances, at different times, or in different parts; varied; changeful.


  1. The condition or quality of being diverse, different, or varied; variety, unlikeness.
  2. An instance of this; a distinction; a different kind, a variety (or a thing etc.).
  3. Various kinds, variety (of things etc.).

Quotes, Excerpts

References to William Choy’s three categories of diversity:

“For decades, researchers have defined diversity in a variety of ways and with the introduction of globalization it is being reexamined. Globalization is changing the face of today’s workforce. Many political, legal, corporate and educational institutions are in a rush to redefine diversity and to create new ways to effectively integrate it into today’s workplace (Shen, Chanda, D’Netto, and Monga, 2009). Diversity includes the visible and less visible difference between people.

“Race, gender, sex, age, disability, education, sexual orientation, personal values and religion are just a few examples (Allen, Dawson, Wheatley, & White, 2008). With more organizations moving into the global markets, Johnson (2009), states that the term, ‘diversity needs to be redefined and should incorporate the variety of differences found in today’s global workforce’ (p. 49). Johnson (2009), also states that, ‘global diversity should encompass an understanding of the differences between countries and the internal diversity of each country’ (p. 9).

“In 2007, William Choy created a construct domain of diversity model that separates employee differences into three separate categories; demographic, organizational, and socio-cognitive diversity… Organizations today are learning that by dividing their workforce into teams and workgroups they can maintain a strategic and competitive advantage in the global market.  With the introduction of this concept comes the understanding of inclusion.”

Extracted from online essay, “Managing Diversity in the 21st Century Workplace,” which cites William Choy’s three categories of diversity.

Quote from Elizabeth McArthur, President, Diversity At Work Ltd.

It is the responsibility of management to develop, implement, monitor, and review the organization’s diversity efforts. Significant consideration is required in the selection of [individuals] who will lead the strategy for [the Diversity Advisory Council]. When selecting [individuals] to [serve on the Council], be sure that the person is a respected employee who consistently demonstrates a commitment to the principles of inclusion, and that the person is a decision maker with the authority to lead and act on recommendations.