Diversity in the workplace

How diversity can drive innovation in the workplace? Is diversity inherent or acquired? What are 2-D diversity companies? 

Diversity generates innovation and drives market growth. According to the DiversityInc 2019 top 50 companies like AT&T, Marriot International, Accenture, among others are top leaders. What are their results?

In this blog, you will learn the inherent and acquired diversity, the pros & cons of it, and how big corporations are integrating more diversity to generate new ideas and achieve amazing goals. 

Is diversity inherent or acquired in your workplace? 

Inherent diversity involves traits you are born with, such as gender, ethnicity, and sexual orientation and acquired diversity involves traits you gain from experience. For example, international experience, or living and working in other countries, as this makes you understand cultural differences. 

Diversity and inclusion welcome policy in the workplace

Mixing cultures, ideologies, thoughts and beliefs guide companies to generate innovation and growth in their markets and because of this, companies are becoming more 2-D. 

What is a 2-D company?

2-D companies are the ones whose leaders exhibit at least three inherent and three acquired diversity traits, so this means that they have two-dimensional diversity.

According to the Harvard Business Review, employees that work for 2-D diversity companies are 45% liker to report that their market share grew over the previous year and 70% report that the firm captured a new market. These companies are unlocking innovation as their teams are formed by talents whose ideas are heard and take into consideration.

Pros of diversity in the workplace

Every person is born with potential. Employers, need to provide opportunities that empower talents to unlock their highest potential. Diversity is a key factor to unlock it and each talent has a variety of different skills to stand out in their job. These different skills, not only come from an inherent or acquire diversity, but also from generational ages, interests, and hobbies,
In the workplace, creating a team with different skills will make them feel more passionate to come up with new ideas but also, will create empathy between the team members, as they can learn from each other.
The generational gap is becoming more visible. Why not letting older generations mentor young talent to help them accelerate their careers and young talents mentor old generations with new software tools. These actions create a variety of opinions and perspectives between the different generational gaps, which will guide to new opportunities for business acceleration and growth
So far, can diversity be a real adversity advantage? What do you think about this? Here is a TED talk where Rocío Lorenzo explains how diversity drives innovation and how innovation drives in diversity.

Cons of diversity in the workplace

A team made of different generations, skills, and inherent and acquire diversity can also suffer from contras. This means that talents can suffer some difficulties along the way. For example, could be hard to communicate or understand each other because of language barriers. Another example can be the different perspectives & opinions between different ages or generations.
These cons could build a hostile environment and affect the atmosphere where people could work productively and efficiently but must have a leader who makes balance and establish a good environment. It’s not easy to become a leader in diversity and inclusion, but it’s well worth trying.

Top Diversity companies


Companies like AT&T, Marriot International, Accenture, KPMG, among others are top leaders in diversity. These companies lead the 2019 Diversityinc top 50 companies.

To become part of the top 50, they are judged by criteria, using sophisticated SAS software to analyze responses in the following areas: 

  • Talent Pipeline (workforce breakdown, recruitment, diameter or existing talent)
  • Talent Development (employee resource groups, mentoring, philanthropy, movement, fairness)
  • Leadership Accountability (responsible for results, communications, visibility)
  • Supplier Diversity (percent of Tier I and Tier II spend with minority, women, LGBT, disability and veteran-owned businesses)





AT&T continued to increase the diversity of people and ideas in its workforce in 2018. They welcoming new hires who were 43% women and 62% people of color. Also, they fostered an inclusive workplace by encouraging employees to step outside their comfort zones and dialogue with co-workers about race, sexuality, religion and other differences. The results were more understanding and appreciation of their colleagues. See AT&T’s Diversity & Inclusion Annual Report to view the company’s diversity & inclusion efforts worldwide.
Accenture has found that a culture of equality—the same kind of workplace environment that helps everyone advance to higher positions—is a powerful multiplier of innovation and growth. This means that building a culture of equality, is not just an ethical imperative, but a business priority. If organizations want to thrive, they have to “get to equal.” If you would like to learn more about The Accenture research program watch this video or click here to read the full report



Diversity is a priority today. For companies is the key to making teams innovate and grow. It has pros and cons but having a diverse leader will make the team set, share and measure equality targets. When employees work in more-equal cultures, they’re much more likely to have an innovation mindset.

If you as a manager are looking to turn your company 2-D diversity, contact us. We can create a challenge where our young talents can help you to implement innovative ideas to make your teams more cultural and grow.

I hope you find this blog interesting. Share your comments, we will love to hear from you!

Share this article

Read more.

Leave a Reply

Your email address will not be published. Required fields are marked *