diversity inclusion and equity essay

What is diversity, equity, and inclusion?

Variety, as they say, is the spice of life. If diversity is another word for variety, how can it enhance or flavor the world?

Get to know and directly engage with senior McKinsey experts on diversity, equity, and inclusion

Bob Sternfels is McKinsey’s global managing partner and is based in the Bay Area office. Tiffany Burns and Sara Prince are senior partners in McKinsey’s Atlanta office; Michael Chui is a partner in the Bay Area office, where Alexis Krivkovich and Lareina Yee are senior partners, and where James Manyika is a senior partner emeritus; Maurice Obeid , Shelley Stewart , and Jill Zucker are senior partners in the New York office; and Jonathan Woetzel is director of the McKinsey Global Institute and a senior partner in the Shanghai office.

Diversity—through the lenses of race, ethnicity, ability, gender, sexual orientation, neurodiversity, and beyond—can help to strengthen organizations, as studies have shown  time and again. Quite simply, diversity, equity, and inclusion (DEI) is used to describe three values that many organizations today strive to embody to help meet the needs of people from all walks of life. While concepts such as biodiversity are important offshoots of the core idea of diversity, this article focuses on diversity, equity, and inclusion in business and society rather than in other contexts.

Companies that are diverse, equitable, and inclusive are better able to respond to challenges, win top talent, and meet the needs of different customer bases. With DEI in mind, companies are considering how to better support employees. Over the past few years, many organizations have taken strides to build diversity, equity, and inclusion  into their policies and hiring practices.

What are the differences between diversity, equity, and inclusion?

Diversity, equity, and inclusion are often grouped together because they are interconnected and it is only in combination that their true impact emerges. Some organizations include related concepts, such as belonging, in their DEI strategies. But all of these terms are also easily misunderstood. It’s important to grasp the individual meanings and implications of each of these terms:

Diversity refers to who is represented in the workforce. Some examples of diversity in workplaces include:

• Gender diversity: What makes up the composition of men, women, and nonbinary people in a given population?
• Age diversity: Are people in a group from mostly one generation, or is there a mix of ages?
• Ethnic diversity: Do people in a group share common national or cultural traditions, or do they represent different backgrounds?
• Physical ability and neurodiversity: Are the perspectives of people with disabilities, whether apparent or not, accounted for?

These are a few of the most common examples, but what is considered diverse can range widely. Nobel Prize winner Richard Thaler touches on this in an interview with McKinsey on debiasing the corporation. “There’s lots of talk about diversity these days,” says Thaler. “We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. Those things are all important. But it’s also important to have diversity in how people think.”

• Equity refers to fair treatment for all people, so that the norms, practices, and policies in place ensure identity is not predictive of opportunities or workplace outcomes. Equity differs from equality in a subtle but important way. While equality assumes that all people should be treated the same, equity takes into consideration a person’s unique circumstances, adjusting treatment accordingly so that the end result is equal. In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey senior partner and talent expert Bill Schaninger offers a view on the implications of equity when sourcing talent: “There’s a real difference between equal and equitable. Suppose we said, ‘All interns are created equal. We pay them nothing.’ The people who can afford an entire summer without getting paid are likely already coming from a position of privilege.”
• Inclusion refers to how the workforce experiences the workplace and the degree to which organizations embrace all employees and enable them to make meaningful contributions. Companies that are intent on recruiting a diverse workforce must also strive to develop a sufficiently inclusive culture, such that all employees feel their voices will be heard—critical if organizations want to retain their talent and unlock the power of their diverse workforce. In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey partner and DEI expert Diana Ellsworth  shared an example of how a lack of inclusion can manifest in workplace culture: “The LGBTQ+ community is underrepresented in the workplace, especially at more senior levels. As a result, many feel like an “only” at work and are more likely to experience microaggressions ; they might feel unable to talk openly and comfortably about themselves, for example, or need constantly to correct assumptions about their personal lives.”

Learn more about our People & Organizational Performance  and Strategy & Corporate Finance  practices.

Why is diversity in the workplace important?

A series of three McKinsey reports shows the impact of diverse workplaces: Why diversity matters (2015), Delivering through diversity (2018), and Diversity wins: How inclusion matters (2020). The latest findings draw from a data set that encompasses 15 countries and more than 1,000 large companies, as well as research on employee sentiment, and the results show a correlative relationship between business performance and diversity. It’s worth noting that greater access to talent and increased employee engagement contribute to this performance effect. The business case for diversity is robust, and the relationship between diversity on executive teams and the likelihood of financial outperformance has gotten stronger over time. And the results have been replicated in further research, for instance, in Latin America  and Central Europe .

Some of the key findings from the latest Diversity wins report  include the following:

• Most employees support diversity, with overall sentiment on diversity 52 percent positive and 31 percent negative.
• There are clear correlations between diversity and business performance. Analysis of 2019 data shows that companies in the top quartile for gender diversity within executive teams were 25 percent more likely than companies in the fourth quartile to have above-average profitability (up from 21 percent in 2017 and 15 percent in 2014).
• The greater the representation of gender diversity, the higher the likelihood of outperformance. For instance, companies where more than 30 percent of the executives are women were more likely to outperform companies where this percentage ranged from only 10 to 30. The most gender-diverse companies see a substantial differential likelihood of outperformance—48 percent—over the least gender-diverse companies.
• The business case for ethnic and cultural diversity is also strong: in 2019, companies in the top quartile bested those in the fourth quartile by 36 percent in profitability. Notably, the likelihood of outperformance continues to be higher for diversity in ethnicity than in gender.
• Progress in building diverse workforces remains stubbornly slow.
• Despite employees’ support of diversity, there are high levels of negative sentiment on inclusion—namely, equality, openness, and belonging—particularly around equality and fairness of opportunity.

Introducing McKinsey Explainers : Direct answers to complex questions

Even during a crisis, when leaders might be tempted to shelve DEI efforts to ensure the company’s financial survival, there is value to prioritizing diversity, equity, and inclusion. In the words of McKinsey’s Bryan Hancock  from McKinsey Talks Talent : “D&I is good business. It doesn’t have to be at the expense of financial outcomes. . . . This isn’t an issue where leaders can say, ‘We can’t do diversity right now, because we’re under a lot of pressure.’ Diversity is one of the things you’ve got to be mindful of in every context.”

What other benefits can organizations realize from inclusion and diversity?

In addition to profitability, there are five key domains  in which inclusion and diversity can significantly affect an organization’s overall performance:

• Winning talent: Organizations that monitor the demographic profile of their workforces are better able to retain top performers while making sure that diverse talent isn’t lost.
• Improving the quality of decision making: Diversity brings multiple perspectives to the table during times when enhanced problem-solving skills and vision are needed.
• Increasing customer insight and innovation: Diverse teams are typically more innovative and better at anticipating shifts.
• Driving employee motivation and satisfaction: Research in Latin America showed that companies that are committed to diversity are 75 percent more likely to report a pro-teamwork culture.
• Improving a company’s global image and license to operate: Companies that can maintain or increase their focus on inclusion and diversity during crises are poised to avoid consequences such as struggling to attract talent or losing customers and government support.

How can organizations foster an inclusive workplace?

For companies looking to bolster inclusion and step up their DEI efforts more broadly, five areas of action stand out :

• Ensure that diverse talent is well represented.
• Strengthen leadership accountability and capabilities.
• Be fair and transparent, enabling equality of opportunity.
• Promote openness and tackle microaggressions, bias, and discrimination.
• Foster belonging through unequivocal support for all the ways diversity manifests.

A McKinsey survey about inclusion at work and how to address organizational barriers to it offers unique insight at a more granular level. The research finds that respondents of all backgrounds encounter barriers to feeling included—and that women, respondents who are ethnic and racial minorities, and those who identify as LGBTQ+ encounter additional challenges.

A few key data points from the survey  add nuance about the lived experiences of employees in workplaces, inclusive and otherwise:

• Employee engagement is strongly linked with a sense of inclusion. Those who feel very included are more likely than others to say they feel excited by and committed to their organizations.
• Nearly 40 percent of respondents say they have turned down or chosen not to pursue a job because of a perceived lack of inclusion at the organization.
• Over a third of respondents say their organizations don’t put enough effort into creating a diverse, inclusive environment (while only 6 percent say too much is being done).
• A resounding 84 percent of respondents say they have experienced microaggressions at work. More than one in four say they have needed to correct others’ assumptions about their personal lives, for example. High levels of respondents have experienced everyday slights rooted in bias, such as not receiving credit for their ideas, being asked to speak as a representative for a group of people like themselves, or being coached to communicate in a way that feels inauthentic.
• Looking only at LGBTQ+ respondents, 37 percent say they have had an uncomfortable experience coming out to colleagues in the preceding month.
• Among respondents who identified as racial or ethnic minorities, 40 percent of those who indicated they have discussed identity-related issues at work in the preceding month say they have felt at least slightly uncomfortable in those situations.

To serve these workers better, organizations can pay attention to four main factors  associated with employees’ inclusion:

• Diverse, inclusive leadership: The presence of diverse leaders at an organization, as well as an organization’s focus on inclusive leadership, are correlated with individuals feeling more included.
• Meritocracy and initiatives to increase fairness in performance evaluations: A meritocratic company culture is strongly associated with a sense of inclusion.
• Sponsorship: Respondents who say colleagues at their organization have gone out of their way to create professional-advancement opportunities for them are also more likely than others to feel a strong sense of inclusion.
• Substantive access to senior leaders: More than half of all respondents say that meaningful interactions with senior leaders have aided their career advancement.

Learn more about our People & Organizational Performance  practice.

What is intersectionality?

Intersectionality, a term coined by Professor Kimberlé Crenshaw in 1989 , refers to the ways different parts of one’s identity intersect or overlap with one another. For instance, gender is one aspect of a person’s identity, but so are sexual orientation and race. A Black woman who is queer, or a White woman who has a disability, may take a perspective that acknowledges how those different aspects of their identity overlap or intersect. McKinsey’s Women in the Workplace 2021 report , for instance, found that LGBTQ+ women, as well as women with disabilities, are much more likely than women overall to experience microaggressions on the job.

Acknowledging intersectional identities can strengthen companies and communities more broadly. “Everyone deserves to feel empowered across all aspects of who they are,” says McKinsey senior partner Guangyu Li . “It shouldn’t be left to any individual community to defend itself. It’s in our collective interest to show up for each other with concrete action and to come together in solidarity.”

Allyship is a concept that is closely related to intersectionality. An ally aligns with people in the minority to help foster equitable and inclusive opportunities for all. In corporate America, White women, for instance, may take allyship actions  such as mentoring women of color, advocating for new opportunities for them, and actively confronting any discrimination they might face. However, there is a notable disconnect between the allyship actions that women of color say are most meaningful and the actions that White employees prioritize—suggesting opportunities for recentering efforts around the experience of women of color  and other marginalized groups.

What issues are important to women in the workplace?

Women’s representation in the corporate world has largely increased in recent years, but the pandemic has affected their participation in the workforce. It is worth noting that dynamics of gender in the workplace may be regionally specific. While much of McKinsey’s work offers insight into women in corporate America, you can explore additional material on global gender equality , as well as gender diversity in Africa , Canada , Central Europe , France , Japan , the Middle East , and other regions.

The largest study of women in corporate America is Women in the Workplace , conducted by McKinsey in partnership with LeanIn.Org. The latest research, now in its seventh year, reflects information from 423 organizations that employ 12 million people, and includes responses from more than 65,000 people surveyed on their workplace experience, as well as in-depth interviews with women of diverse identities.

Findings from the Women in the Workplace 2021 report include the following:

• Women’s representation in the corporate pipeline (that is, the journey an employee might take from starting as an entry-level worker to advancing to a spot in the C-suite) has increased since 2016. But women—and women of color in particular—remain significantly underrepresented in leadership.
• At every step in the career ladder, women of color lose ground to White women and men of color.
• The “broken rung” problem remains a challenge for women, particularly those seeking their first step up from entry level to manager. For every 100 men promoted to manager, only 86 women are promoted.
• Burnout, stress, and exhaustion continue to affect women more than men. In the past year, one in three women considered leaving the workforce or downshifting their career, a notable increase from levels seen early in the COVID-19 pandemic.
• Women leaders are doing considerable work to support DEI efforts and employee well-being more broadly, but they’re not necessarily being recognized for it. For instance, employees with women managers are more likely than others to say that their manager has supported and helped them in the past year; women leaders also spend more time than men on DEI work that’s outside their formal job responsibilities. Less than a quarter of companies, though, recognize this work in performance reviews, for example.

To support women in the workplace, companies need to invest deeply in all aspects of diversity, equity, and inclusion. Although there are no quick fixes, there are some steps companies should take to empower women at work :

• Companies should put more practices in place to ensure that promotions are equitable. Beyond reducing potential bias in the hiring process, companies need to extend similar rigor to performance reviews.
• Organizations need to track representation and hiring and promotion outcomes more fully. A company may track representation for women overall, but does it break those numbers down to look at representation for women on color in particular?
• Companies need to double their efforts when it comes to accountability. Only two-thirds of companies hold senior leaders accountable for progress on diversity goals, and less than half consider progress on diversity metrics in performance reviews.
• To create a culture that embraces and leverages diversity, companies need to promote senior-level sponsorship, with top leaders fully and publicly supporting DEI efforts, modeling inclusive leadership, and actively participating in training and events.
• Spurring high employee engagement will also be crucial. Raising awareness of the barriers that many women face can help, and further training (on bias, antiracism, and allyship) can take employees from awareness to action.
• Burnout is on the rise, and investing in solutions to help address this problem will remain a crucial issue for many organizations. In addition to expanding on successful established policies and trying new approaches, companies can track symptoms and establish new norms to improve the everyday experience of employees.

What do we know about advancing racial equity for Black Americans in the US private sector and across society?

Black Americans in the workforce are at a disadvantage; the median annual wage for Black workers is approximately 30 percent, or $10,000, lower than that of White workers, with serious implications for economic security, consumption, and the ability to build generational wealth. They are underrepresented in higher-wage industries and executive roles, and they face lower odds for advancement. Clear racial patterns exist across the US labor force, with nearly half of Black workers concentrated in low-paying healthcare, retail, food services, and accommodations roles.

There are many benefits to righting historical wrongs and realizing the full potential of Black American talent: addressing wage disparities alone, for instance, could propel two million Black Americans into the middle class for the first time.

Doing so will take effort on many levels. Research from the McKinsey Institute for Black Economic Mobility  suggests some jumping-off points:

• Consumer-facing companies that pursue broader racial-equity goals can better serve Black consumers .
• Harnessing the power of retail can drive demand for Black-owned brands .
• Addressing racial disparities in farming could generate billions in value for the agriculture industry.
• Increasing financial inclusion to broaden services for Black Americans could yield $2 billion in potential revenue, and changes in three key areas can help companies make more progress toward racial equity in financial services .
• Supporting historically Black colleges and universities can accelerate Black economic mobility .
• Understanding Black representation in film and TV  could help drive greater diversity.
• Building supportive ecosystems for Black-owned business  could add $290 billion in business equity.
• Emphasizing health equity can activate meaningful change or even help retain talent .

The stories of Black leaders’ journeys  can offer inspiration and hope for personal and professional development. Get insight from Jason Wright  (president of the National Football League’s Washington Commanders), Stephanie Hill  (an executive vice president at Lockheed Martin), and Barry Lawson Williams  (the founder of Williams Pacific Ventures).

What issues are important to Latinos in the workplace?

In the United States, Latinos make up 18.4 percent of the population and 17.3 percent of the labor force, and that share is projected to rise to more than 30 percent by 2060. This community faces challenges, and US- and foreign-born Latinos alike remain far from equal with non-Latino White Americans, with Latino Americans earning just 73 cents for every dollar earned by White Americans. They face discrimination in securing financing to start and scale businesses, and they face challenges accessing food, housing, and other essentials.

McKinsey research on the economic state of Latinos in America  finds that they are underpaid, collectively, by $288 billion a year. At full parity, though, Latinos could spend an extra $660 billion annually, and Latino businesses could generate trillions in revenue and support millions of new jobs, while also creating new flows of generational wealth. Addressing barriers faced by Latinos in America could make the economy more robust for all.

How can we empower Asian Americans at work?

Asian Americans have contributed to the US economy since the 1800s, yet they have historically been overlooked. This group as a whole is often perceived as the “model minority,” a term that diminishes the unique issues faced by their diverse community. Recently, given the rise in racially motivated attacks on Asian Americans during the COVID-19 pandemic, historically unaddressed challenges faced by this group are coming to light , offering a fresh reminder of the need to support and include Asian Americans at work.

In corporate America, Asian Americans are underrepresented in senior leadership roles  (as are Black, Hispanic, and Latino Americans). What might help? Recognizing where in the corporate pipeline Asian Americans are underrepresented, mitigating implicit and unconscious bias during promotion and performance evaluations, fostering sponsorship for Asian American employees, and expanding workplace flexibility and support such as paid sick leave.

Learn more about our Public & Social Sector  practice.

What does research show about the experiences of LGBTQ+ employees in the workplace?

For LGBTQ+ employees , many workplaces today fall short of full inclusion, even if there is visible corporate support for LGBTQ+ communities. For example, LGBTQ+ women are more underrepresented than women generally in America’s largest corporations. Just four LGBTQ+ CEOs head these corporations—only one woman, and none identifies as transgender. An episode of the McKinsey Talks Talent podcast  considers the latest research on the LGBTQ+ experience in the workplace and highlights practical steps for all employees to signal support and boost progress for this community.

Transgender employees face a unique set of challenges. They earn 32 percent less money than cisgender employees ( cisgender refers to people whose gender identity aligns with the sex assigned to them at birth). More than half of transgender employees say they are not comfortable at work, and they report feeling less supported by managers. These strong feelings of exclusion have significant economic implications: greater transgender inclusion in the workforce through wage equity and increased employment could boost annual consumer spending by $12 billion a year. To help address the issues, companies can be intentional in recruiting (for example, by asking applicants what pronouns or names they prefer to use) or offer trans-affirming benefits, among other actions.

How do different industries approach diversity, equity, and inclusion?

Different industries may well need to take different approaches to diversity, equity, and inclusion, depending on the composition of their workforces. Several articles offer insight into those industry-specific dynamics, especially with regard to gender diversity:

• Companies can repair the broken rung on the career ladder for women in technical industries and roles .
• Organizations can work to close gender and race gaps in the US financial-services sector .
• Voices from the fashion industry on diversity offer insight on what actions might be most meaningful for creating more inclusive workplaces.
• Organizations can make traveling in cities safer and more comfortable for at-risk groups .
• The COVID-19 pandemic hit the education space  hard; as the recovery continues, ensuring that education is equitable and inclusive will be vital.
• In the public and social sectors , women are increasingly represented, but they are also feeling burned out—a few actions can bend the curve.
• Consumers are expecting more from brands than ever before— here’s what retailers can do to meet DEI needs .
• Private equity can help catalyze DEI efforts to transform the global business community and improve returns.
• In media and entertainment , women remain locked out of top roles.
• While women in healthcare and life sciences have  made progress, they remain underrepresented at senior levels.
• Research from the oil and gas industry  suggests actions for the sector to consider to help attract and retain women.
• Women are leaving the mining industry . Here’s why—and what companies can do about it.

Learn more about our Technology, Media & Telecommunications , Financial Services , Travel, Logistics & Infrastructure , Education , Public & Social Sector , and Healthcare Systems & Services  practices.

For more in-depth exploration of these topics, see McKinsey’s collection of insights on diversity and inclusion . Learn more about Diversity, Equity & Inclusion consulting  at McKinsey—and check out DEI-related job opportunities if you’re interested in working at McKinsey.

Articles referenced include:

• “ Being transgender at work ,” November 10, 2021, David Baboolall, Sarah Greenberg, Maurice Obeid , and Jill Zucker
• “ Women in the Workplace 2021 ,” September 27, 2021, Tiffany Burns , Jess Huang, Alexis Krivkovich , Ishanaa Rambachan , Tijana Trkulja, and Lareina Yee  
• “ The economic state of Black America: What is and what could be ,” June 17, 2021, Shelley Stewart III , Michael Chui , James Manyika , JP Julien , Vivian Hunt, Bob Sternfels , Jonathan Woetzel , and Haiyang Zhang
• “ COVID-19’s impact on Asian American workers: Six key insights ,” May 6, 2021, Grace Hua, Jess Huang, Samuel Huang, Lareina Yee
• “ The elusive inclusive workplace ,” March 23, 2021, Bryan Hancock  and Bill Schaninger
• “ Diversity wins: how inclusion matters ,” May 19, 2020, Sundiatu Dixon-Fyle , Kevin Dolan, Vivian Hunt, and Sara Prince

Want to know more about diversity, equity, and inclusion?

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Celebrating Our Differences: Inspiring Essays on Diversity and Inclusion

Ready to celebrate diversity and inclusion? Discover how to craft an exceptional essay on this important topic with our expert tips and real-world examples. Join us as we explore the power of diversity and its impact on individuals and communities alike.

Imagine yourself walking into a room full of people, each with their own stories to tell. What makes your story stand out? What makes your voice unique? This is the essence of a good diversity essay .

In your essay, you have the opportunity to show the admissions committee how your life experiences have shaped your perspective, identity, and aspirations. Through sharing personal stories, you can paint a picture of who you are and how you will contribute to the vibrant tapestry of the campus community.

Maybe it's growing up in a multicultural household that has taught you to value different perspectives and ways of life. Or, perhaps it's overcoming adversity and facing challenges that have made you a more empathetic and resilient person. Whatever your story may be, your diversity essay is a chance to showcase the richness and depth of your lived experiences.

As you craft your essay, think about how your unique background has informed your actions, beliefs, and goals. Share specific examples and anecdotes that bring your story to life, and make sure to emphasize how you will use your diverse perspective to contribute positively to the campus community. With a well-written diversity essay, you can show the admissions committee that you are more than just a set of grades and test scores - you are a unique and valuable addition to their community.

We have provided a guide as well as some essay examples to assist you in writing your essay about diversity. If you need inspiration for an essay, read them till last. But before we dig into the specifics, a basic understanding of diversity is necessary.

What is Diversity in actuality?

institutions. By recognizing and celebrating the unique experiences, viewpoints, and identities of students from diverse backgrounds, schools can create a more inclusive and welcoming environment that benefits everyone. Through diversity essays, students have the opportunity to showcase the strength of diversity and how it can contribute to the greater community. 

Scholarship options designed for historically underserved communities also demonstrate the importance of diversity in leveling the playing field and creating opportunities for all. Therefore, embracing diversity can lead to a stronger and more vibrant academic community.

What is Inclusion?

Inclusion is the practice of making a place where everyone, despite their differences, is treated with dignity and respect . It's the act of making sure nobody is held back from contributing to a group or community because of their identity or background.

Each person's race, ethnicity, gender identity, sexual orientation, financial background, ability, religion, and other characteristics are valued and celebrated through the practice of inclusion. It's not enough to just tolerate differences; we need to celebrate them and foster communities where everyone can feel safe and included.

To advance social justice and equity, inclusion is crucial. It allows people from all walks of life to meet one another, learn from one another, and work together towards a shared objective. Positive results for individuals and communities can result from their inclusion in more open, welcoming, and supportive settings.

Step-by-Step guide on how to write an essay on diversity and inclusion

Writing an essay on diversity and inclusion is an important task that requires careful planning and execution. In this step-by-step guide, we will provide you with a roadmap on how to write a compelling essay on this topic.

Here are seven suggestions to consider as you write your diversity statement.

Tell your story

Highlight any challenges you had to overcome while writing an essay. Tell the world about how you used to have to lug two 20-pound sacks of rice uphill to school every day. Recognize your privilege if you were born into affluence. Either way, you can utilize your experience to demonstrate your ability to empathize with kids who struggle to complete their education.

Focus on commonly accepted understandings of diversity and inclusiveness

Issues of race, gender, class, and sexual orientation should be given special attention. Don't try to soften your stance by mentioning, for example, how challenging it is to be a Kansan in Missouri. Write about racism, sexism, homophobia, transphobia, ableism, or another form of oppression that is well-known instead.

Avoid false parallels

When writing a diversity essay, it is important to avoid false parallels. False parallels are when two things appear to be similar, but in reality, they are different. To avoid false parallels, you must carefully examine the similarities and differences between the two things you are comparing. This will help you to make accurate and meaningful comparisons, which will ultimately strengthen your diversity essay.

Write about specific things you have done to help students from underrepresented backgrounds succeed

If you've never helped anybody before, now is the time to start. Become involved as a tutor at a low-performing school, help Habitat for Humanity construct homes, or adopt an antiracist pedagogical approach in your classroom. Not only will you gain valuable experience, but you can also use it to strengthen your diversity statement.

Highlight any programs for underrepresented students you’ve participated in

If you have participated in any programs for underrepresented students, be sure to highlight them in your essay on diversity. This could include programs focused on increasing access to education for students from disadvantaged backgrounds, mentorship or internship programs for underrepresented groups, or community service initiatives aimed at promoting diversity and inclusion.

By highlighting these programs, you can showcase your commitment to diversity and demonstrate how you have taken active steps to promote equity and inclusion in your community.

Write about your commitment to working toward achieving equity and enhancing diversity

Provide details on what you can bring to the table. You might express your desire to help existing programmes on campus or to start something brand new inspired by what you've seen elsewhere.

Modify your statement based on where you are sending it

When writing an essay on diversity, it's important to tailor your statement to the specific institution or audience you are addressing. Modifying your statement based on where you are sending it shows that you have taken the time to research the institution and understand its values and priorities. This can increase the likelihood of your statement resonating with the reader and ultimately being successful in achieving your goals.

3 Example essays on Diversity and Inclusion

The importance of diversity workforce, introduction.

Workforce diversity is a critical aspect of modern-day organizations. It involves hiring individuals from different backgrounds, cultures, ethnicities, genders, and ages. The concept of workforce diversity is gaining prominence as organizations are increasingly recognizing the benefits of having a diverse workforce. In this essay, we will explore the importance of workforce diversity, the challenges associated with it, and the benefits it offers.

Encourages Innovation and Creativity

Diversity brings together a wide range of perspectives and ideas that can help drive innovation and creativity. When people from diverse backgrounds come together, they can offer different viewpoints and ideas, leading to new solutions to problems.

Enhances Employee Engagement and Retention

Employees who feel included and valued are more engaged and motivated, leading to higher retention rates. When employees feel they belong and are appreciated, they are more likely to stay with the organization, reducing turnover costs.

Increases Global Competitiveness

Diversity in the workforce is crucial for organizations looking to expand globally. Organizations with a diverse workforce are better equipped to understand and navigate the cultural nuances of different countries and regions, making them more competitive in the global marketplace.

Promotes a Positive Image

Organizations that embrace diversity are viewed positively by the public, customers, and employees. A diverse workforce demonstrates that the organization values and respects individuals from all backgrounds, contributing to a positive brand image.

Resistance to Change

Implementing diversity initiatives can be met with resistance, particularly from those who believe that the traditional way of doing things is the best. It is essential to educate and raise awareness about the benefits of diversity to overcome this challenge.

Communication Barriers

When individuals from different backgrounds come together, there may be communication barriers due to language or cultural differences. It is essential to provide training and resources to overcome these barriers and foster effective communication.

Stereotyping and Bias

Stereotyping and bias can negatively impact diversity initiatives. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions.

Improved Decision-Making

A diverse workforce can provide a range of perspectives, leading to better decision-making. When individuals with different backgrounds come together, they can offer different viewpoints, leading to a more comprehensive and well-rounded decision-making process.

Increased Creativity and Innovation

Diversity can lead to new ideas and perspectives that can drive innovation and creativity. A diverse workforce can bring together different viewpoints and experiences, leading to new solutions to problems.

Enhanced Reputation

Improved Employee Engagement and Retention

When employees feel included and valued, they are more engaged and motivated, leading to higher retention rates. A diverse workforce can help create a sense of belonging, leading to improved employee engagement and retention.

Workforce diversity is crucial for modern-day organizations. It can lead to improved decision-making, increased creativity and innovation, and enhanced reputation. However, diversity initiatives can be met with resistance, communication barriers, stereotyping, and bias. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions. By embracing diversity, organizations can create a more productive, engaged, and innovative workforce.

2. The challenges of diversity in different institutions

Diversity is a term that describes the differences among people, whether they are cultural, ethnic, racial, linguistic, gender, or sexual orientation differences. While diversity is often celebrated, it can also pose challenges, especially in institutions such as schools, workplaces, and governments. This essay will explore the challenges of diversity in different institutions and how they can be addressed.

Challenges of Diversity in Schools

Schools are meant to be places where students can learn and grow, but diversity can sometimes be a challenge. Students who come from different backgrounds may face discrimination and exclusion from their peers, which can affect their ability to learn and thrive.

Teachers may also struggle to provide a curriculum that is inclusive of all students experiences and perspectives. Addressing these challenges requires a commitment to creating an inclusive environment where all students feel valued and respected.

Challenges of Diversity in the Workplace

Workplaces are becoming increasingly diverse, but this diversity can pose challenges. Employees from different cultural backgrounds may struggle to communicate effectively or may feel excluded from the workplace culture. Discrimination and bias can also be a problem, as can the assumption that everyone shares the same experiences and perspectives. To address these challenges, employers need to be proactive in creating a workplace culture that values diversity and promotes inclusivity. This can involve training and education for employees, as well as policies and procedures that support diversity and inclusion.

Challenges of Diversity in Government

Governments are responsible for serving diverse populations, but this can be a challenge. Members of different cultural and linguistic groups may have different needs and expectations from their government, and some groups may face discrimination or exclusion. 

To address these challenges, governments need to be proactive in engaging with diverse communities and ensuring that their policies and programs are inclusive. This can involve outreach and consultation with community groups, as well as the development of policies that reflect the needs and perspectives of diverse communities.

Ways to Address the Challenges of Diversity

Addressing the challenges of diversity requires a commitment to creating inclusive environments where all individuals feel valued and respected. This can involve several strategies, including education and training, policies and procedures, and community engagement.

Education and training can help individuals better understand the experiences and perspectives of those from different backgrounds. This can involve training programs for employees or professional development opportunities for teachers. It can also involve curriculum changes in schools that better reflect the experiences and perspectives of diverse students.

Policies and procedures can also play a role in promoting diversity and inclusion. This can involve policies that prohibit discrimination and harassment in the workplace or schools. It can also involve policies that promote diversity in hiring or that ensure that government programs and services are inclusive of all members of the community.

Community engagement is also an important strategy for promoting diversity and inclusion. This can involve outreach to community groups and the development of partnerships with organizations that serve diverse communities. It can also involve the creation of advisory committees or other mechanisms for engaging with diverse populations.

In conclusion, diversity is an important aspect of our society, but it can also pose challenges in different institutions. Schools, workplaces, and governments need to be proactive in creating inclusive environments where all individuals feel valued and respected. This requires a commitment to education and training, policies and procedures that promote diversity and inclusion, and community engagement. By addressing the challenges of diversity, we can create a more equitable and inclusive society for all.

3. Ideas on how to Reduce Discrimination in Society

Racial discrimination is a pervasive issue that has plagued society for centuries. It is a problem that continues to affect individuals and communities around the world. Discrimination is an act that denies individuals equal rights, opportunities, and treatment based on their race or ethnicity. The impacts of racism are far-reaching, and it affects individuals' economic, social, and emotional well-being. Therefore, there is a need for collective efforts to reduce racial discrimination and promote social justice. This essay discusses some of the best ways to reduce racial discrimination in society.

Education and Awareness

Education is a powerful tool that can help reduce racial discrimination. Education is essential in teaching individuals about diversity, equity, and inclusion. When people understand the impact of racism, they are more likely to become allies and advocates for change. Education can take many forms, such as books, documentaries, and workshops. 

Institutions can also incorporate cultural competency training into their curriculum to educate students and faculty members about the impact of discrimination. It is essential to recognize the different forms of discrimination, including implicit bias, microaggressions, and institutional racism, to address them appropriately.

Political Action

Political action is another way to reduce racial discrimination in society. Leaders at the local, state, and federal levels can enact policies that promote equality and diversity. Policies such as affirmative action and diversity initiatives can promote inclusion in the workforce and educational institutions. 

Politicians can also pass laws that make racial discrimination illegal and provide support to victims of discrimination. It is essential to recognize that racism is a systemic issue that requires political action to address.

Community Engagement

Community engagement is an important way to reduce racial discrimination. Building strong communities that are inclusive and diverse can help reduce racism. Communities can engage in activities that promote diversity, such as cultural festivals, food fairs, and art exhibits. 

These events can help build bridges between different communities and promote understanding. Community members can also engage in conversations about racism and work together to address it. This can create a sense of belonging and unity that can help reduce discrimination.

Diversity in Institutions

Institutions play a significant role in reducing racial discrimination. Institutions such as schools, businesses, and government agencies can promote diversity by recruiting and retaining individuals from diverse backgrounds. A diverse workforce or student body can help reduce discrimination by promoting inclusion and understanding. 

Institutions can also create policies that promote equality and diversity, such as flexible work arrangements, diversity training, and bias reporting systems. It is important to ensure that institutions are representative of the communities they serve to reduce discrimination.

In conclusion, reducing racial discrimination requires a collective effort from individuals, institutions, and political leaders. Education and awareness, political action, community engagement, and diversity in institutions are all effective ways to address discrimination. It is important to recognize that reducing discrimination is a long-term effort that requires commitment and perseverance. By working together, we can create a more inclusive and equitable society that values diversity and promotes social justice.

Final Words

In conclusion, embracing diversity and inclusion is crucial for creating a more equitable and harmonious society. Whether it's through recognizing and celebrating racial diversity and cultural diversity, fostering a sense of belonging for all individuals, or actively working to combat discrimination and prejudice, we must prioritize these values in all aspects of our lives. By championing diversity and inclusion, we can cultivate a richer, more vibrant world that values the unique perspectives and experiences of all people. By embracing diversity and inclusion, we can build a better future for ourselves and for generations to come.

If you are tired of struggling to write essays on diversity and inclusion and find yourself running short on time and needing assistance to meet your deadline then go for Jenni.ai! This powerful AI tool can help you write an essay in a matter of minutes. Jenni.ai eliminates the stress and pressure of essay writing, allowing you to produce high-quality content quickly and efficiently. With its innovative technology, you can enjoy originality and coherence in your writing without spending hours of writer’s block. Sign up for Jenni.ai today and take your writing to the next level!

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College Essays about Diversity, Equity, and Inclusion

In recent years, many colleges and universities have expanded their supplemental college essay prompts to include topics about diversity, equity, and inclusion (DEI). This shift has increased dramatically in the past year, so read on to learn more about some of these prompts and how to prepare for your essays effectively and authentically.

What is the purpose of the DEI essay?

The increase in DEI essays shows that colleges want to know about students’ values and social awareness more than ever. They are looking for applicants who have bettered their communities in some way and who will bring those same contributions to their campus. Not only that, but they want to know about your personal identity; who are you and where do you come from? How do your values fit with their philosophy and how will you contribute to positive change on campus?

Giving students an additional space to discuss their identity and engagement gives admissions officers a more complete picture of an applicant. It also gives students more room to showcase various aspects of themselves without being limited to the personal statement or supplements that have a different focus. However, that is not to say you can’t talk about DEI in a non-DEI prompt! Just be mindful of whether a school has a dedicated space for this information so you’re not repeating the same content in multiple essays.

What questions might I be asked to answer?

DEI essays vary widely in scope and may cover topics such as social activism, identity, and cultural awareness. Some of the newly added prompts include: 

Brown : Brown’s culture fosters a community in which students challenge the ideas of others and have their ideas challenged in return, promoting a deeper and clearer understanding of the complex issues confronting society. This active engagement in dialogue is as present outside the classroom as it is in academic spaces. Tell us about a time you were challenged by a perspective that differed from your own. How did you respond?

Emory : Reflect on a personal experience where you intentionally expanded your cultural awareness.

Lehigh : What would you want to be different in your own country or community to respond to issues of inequality, inequity, or injustice?

Princeton : At Princeton, we value diverse perspectives and the ability to have respectful dialogue about difficult issues. Share a time when you had a conversation with a person or a group of people about a difficult topic. What insight did you gain, and how would you incorporate that knowledge into your thinking in the future? AND Princeton has a longstanding commitment to service and civic engagement. Tell us how your story intersects (or will intersect) with these ideals.

Richmond : Please share one idea for actions or policies that you think would begin to address an issue of racial or social injustice.

St. Olaf : We have a goal to create a community of students from diverse backgrounds with unique ideas, identities, and perspectives. Reflect on an experience that made you reconsider the way you see the world. How did you engage with new and challenging ideas?

Tufts : Where are you on your journey of engaging with or fighting for social justice?

Tulane : Tulane values the lessons gained from pursuing an education alongside a student body that represents a wide range of experiences and perspectives and is reflective of our multicultural world. If you would like to share a perspective related to your family, cultural group, sexual or gender identity, religious group, or some other aspect that has shaped your identity, please do so here.

UNC : Describe an aspect of your identity (for example, your religion, culture, race, sexual or gender identity, affinity group, etc.). How has this aspect of your identity shaped your life experiences thus far? AND/OR If you could change one thing to better your community, what would it be? Why is it important and how would you contribute to this change?

(not a new prompt, but) Duke : Duke University seeks a talented, engaged student body that embodies the wide range of human experience; we believe that the diversity of our students makes our community stronger. If you’d like to share a perspective you bring or experiences you’ve had to help us understand you better–perhaps related to a community you belong to, your sexual orientation or gender identity, or your family or cultural background–we encourage you to do so. Real people are reading your application, and we want to do our best to understand and appreciate the real people applying to Duke.

How can I prepare to write a DEI essay?

As mentioned earlier, DEI prompts are a way for admissions officers to learn more about students’ identities, values, and engagement in their communities. So, the first step in writing a DEI essay is to reflect on who you are. There may be clear markers of your diverse background, such as race or gender identity, but remember there are many more traits that make you unique. Do you speak another language? What is your family or personal history? What is your community like? How have your life experiences expanded your awareness? And most importantly, how do all of these characteristics impact who you are and how you see the world? And, don’t feel pressured to write about the most obvious “diverse” trait you have. Write about what is most important to you . 

Once you reflect on what defines your identity, think about your values. What issues are you passionate about and how will you address them? How does your identity impact your positionality in relation to these issues? It’s nice to talk about what you value, but it’s much more significant to show how you have put those values into practice, so consider what you can do to get involved in your community. Community engagement comes in many forms, from volunteering to fundraising to promoting awareness, so choose what you love and thrive doing. At the same time, push yourself to get out of your comfort zone, especially considering that some DEI prompts specifically ask about how you have challenged and exposed yourself to new perspectives. 

Many students shy away from including their community engagement experience on their college applications, thinking it could hurt their admissions chances. What if the person reading my application does not agree with what I did?  

If a school is directly asking about your values through a DEI essay, you should have nothing to worry about. But whether or not this is the case, it is important to be authentic in your application. As long as you did not engage in any irresponsible activities, you should not be penalized for participating in advocacy, no matter what kind. Admissions officers should put their personal biases aside when evaluating applications, but if it were the case that your actions negatively impacted your admission, then it is worth asking yourself: If this school does not agree with my values, is it really the right fit for me anyway?

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The Diversity College Essay: How to Write a Stellar Essay

What’s covered:, what’s covered in a diversity essay, what is a diversity essay, examples of the diversity essay prompt, how to write the diversity college essay after the end of affirmative action, tips for writing a diversity college essay.

The Diversity Essay exists because colleges want a student body that includes different ethnicities, religions, sexual orientations, backgrounds, interests, and so on. The essay asks students to illuminate what sets them apart so that admissions committees can see what kind of diverse views and opinions they can bring to the campus.

In this post, we’ll be going over what exactly a diversity essay is, examples of real prompts and essays, and tips for writing a standout essay. You’ll be well prepared to answer this common essay prompt after reading this post!

Upon hearing the word diversity, many people assume that they have to write about gender and sexuality, class, or race. To many, this can feel overly personal or forced, or can cause students to worry that their identity isn’t unique or interesting enough. In reality, the diversity essay is much broader than many people realize.

Identity means different things to different people, and the important thing is that you demonstrate your uniqueness and what’s important to you. You might write about one of the classic, traditional identity features mentioned above, but you also could consider writing about a more unusual feature of yourself or your life—or even the intersection of two or more identities.

Consider these questions as you think about what to include in your diversity essay:

• Do you have a unique or unusual talent or skill? For example, you might be a person with perfect pitch, or one with a very accurate innate sense of direction.
• Do you have beliefs or values that are markedly different from the beliefs or values of those around you? Perhaps you hold a particular passion for scientific curiosity or truthfulness, even when it’s inconvenient.
• Do you have a hobby or interest that sets you apart from your peers? Maybe you’re an avid birder, or perhaps you love to watch old horror movies.
• Have you done or experienced something that few people have? Note that if you choose to write about a single event as a diverse identity feature, that event should have had a pretty substantial impact on you and your life. Perhaps you’re part of the 0.2% of the world that has run a marathon, or you’ve had the chance to watch wolves hunt in the wild.
• Do you have a role in life that gives you a special outlook on the world? Maybe one of your siblings has a rare disability, or you grew up in a town of less than 500 people.

Of course, if you would rather write about a more classic identity feature, you absolutely should! These questions are intended to help you brainstorm and get you thinking creatively about this prompt. You don’t need to dig deep for an extremely unusual diverse facet of yourself or your personality. If writing about something like ability, ethnicity, or gender feels more representative of your life experience, that can be an equally strong choice!

You should think expansively about your options and about what really demonstrates your individuality, but the most important thing is to be authentic and choose a topic that is truly meaningful to you.

Diversity essay prompts come up in both personal statements and supplemental essays. As with all college essays, the purpose of any prompt is to better understand who you are and what you care about. Your essays are your chance to share your voice and humanize your application. This is especially true for the diversity essay, which aims to understand your unique perspectives and experiences, as well as the ways in which you might contribute to a college community.

It’s worth noting that diversity essays are used in all kinds of selection processes beyond undergrad admissions—they’re seen in everything from graduate admissions to scholarship opportunities. You may very well need to write another diversity essay later in life, so it’s a good idea to get familiar with this essay archetype now.

If you’re not sure whether your prompt is best answered by a diversity essay, consider checking out our posts on other essay archetypes, like “Why This College?” , “Why This Major?” , and the Extracurricular Activity Essay .

The best-known diversity essay prompt is from the Common App . The first prompt states:

“Some students have a background, identity, interest, or talent that is so meaningful they believe their application would be incomplete without it. If this sounds like you, then please share your story.”

Some schools also have individual diversity essay prompts. For example, here’s one from Duke University :

“We believe a wide range of personal perspectives, beliefs, and lived experiences are essential to making Duke a vibrant and meaningful living and learning community. Feel free to share with us anything in this context that might help us better understand you and what you might bring to our community.” (250 words)

And here’s one from Rice :

“Rice is strengthened by its diverse community of learning and discovery that produces leaders and change agents across the spectrum of human endeavor. What perspectives shaped by your background, experiences, upbringing, and/or racial identity inspire you to join our community of change agents at Rice?” (500 words)

In all instances, colleges want you to demonstrate how and what you’ll contribute to their communities.

In June 2023, the Supreme Court overturned the use of affirmative action in college admissions, meaning that colleges are no longer able to directly factor race into admissions decisions. Despite this ruling, you can still discuss your racial or ethnic background in your Common App or supplemental essays.

If your race or ethnic heritage is important to you, we strongly recommend writing about it in one of your essays, as this is now one of the only ways that admissions committees are able to consider it as a factor in your admission.

Many universities still want to hear about your racial background and how it has impacted you, so you are likely to see diversity essays show up more frequently as part of supplemental essay packets. Remember, if you are seeing this kind of prompt, it’s because colleges care about your unique identity and life experience, and believe that these constitute an important part of viewing your application holistically. To learn more about how the end of affirmative action is impacting college admissions, check out our post for more details .

1. Highlight what makes you stand out.

A common misconception is that diversity only refers to aspects—such as ethnicity, religion, sexual orientation, or socioeconomic status. While these are standard measures of diversity, you can be diverse in other ways. These ways includes (but aren’t limited to) your:

• Interests, hobbies, and talents
• Perspectives, values, and opinions
• Experiences
• Personality traits

Ask yourself which aspects of your identity are most central to who you are. Are these aspects properly showcased in other portions of your application? Do you have any interests, experiences, or traits you want to highlight?

For instance, maybe you’re passionate about reducing food waste. You might love hiking and the outdoors. Or, maybe you’re a talented self-taught barber who’s given hundreds of free haircuts in exchange for donations to charity.

The topic of your essay doesn’t have to be crazy or even especially unique. You just want to highlight whatever is important to you, and how this thing shapes who you are. You might still want to write about a more common aspect of identity. If so, there are strong ways to do so.

If you do choose to write about a more common trait (for example, maybe your love of running), do so in a way that tells your story. Don’t just write an ode to running and how it’s stress-relieving and pushes you past your limits. Share your journey with us⁠—for instance, maybe you used to hate it, but you changed your mind one day and eventually trained to run a half marathon. Or, take us through your thought process during a race. The topic in itself is important, but how you write about it is even more important.

2. Share an anecdote.

One easy way to make your essay more engaging is to share a relevant and related story. The beginning of your essay is a great place for that, as it draws the reader in immediately. For instance, the following student chose to write about their Jewish identity, and opened the essay with a vivid experience of being discriminated against:

“I was thirsty. In my wallet was a lone $10 bill, ultimately useless at my school’s vending machine. Tasked with scrounging together the $1 cost of a water bottle, I fished out and arranged the spare change that normally hid at the bottom of my backpack in neat piles of nickels and dimes on my desk. I swept them into a spare Ziploc and began to leave when a classmate snatched the bag and held it above my head.

“Want your money back, Jew?” she chanted, waving the coins around. I had forgotten the Star-of-David around my neck, but quickly realized she must have seen it and connected it to the stacks of coins. I am no stranger to experiencing and confronting antisemitism, but I had never been targeted in my school before.”

An anecdote allows readers to experience what you’re describing, and to feel as if they’re there with you. This can ultimately help readers better relate to you.

Brainstorm some real-life stories relevant to the trait you want to feature. Possibilities include: a meaningful interaction, achieving a goal, a conflict, a time you felt proud of the trait (or ashamed of it), or the most memorable experience related to the trait. Your story could even be something as simple as describing your mental and emotional state while you’re doing a certain activity.

Whatever you decide on, consider sharing that moment in media res , or “in the middle of things.” Take us directly to the action in your story so we can experience it with you.

3. Show, don’t tell.

If you simply state what makes you diverse, it’s really easy for your essay to end up sounding bland. The writer of the previous essay example could’ve simply stated “I’m Jewish and I’ve had to face antisemitism.” This is a broad statement that doesn’t highlight their unique personal experiences. It doesn’t have the same emotional impact.

Instead, the writer illustrated an actual instance where they experienced antisemitism, which made the essay more vivid and easier to relate to. Even if we’re not Jewish ourselves, we can feel the anger and pain of being taunted for our background. This story is also unique to the writer’s life⁠—while others may have experienced discrimination, no one else will have had the exact same encounter.

As you’re writing, constantly evaluate whether or not you’re sharing a unique perspective. If what you write could’ve been written by someone else with a similar background or interest, you need to get more granular. Your personal experiences are what will make your essay unique, so share those with your reader.

4. Discuss how your diversity shapes your outlook and actions.

It’s important to describe not only what your unique traits and experiences are, but also how they shape who you are. You don’t have to explicitly say “this is how X trait impacts me” (you actually shouldn’t, as that would be telling instead of showing). Instead, you can reveal the impact of your diversity through the details you share.

Maybe playing guitar taught you the importance of consistent effort. Show us this through a story of how you tackled an extremely difficult piece you weren’t sure you could handle. Show us the calluses on your fingers, the knit brows as you tinkered with the chords, the countless lessons with your teacher. Show us your elation as you finally performed the piece.

Remember that colleges learn not just about who you are, but also about what you might contribute to their community. Take your essay one step farther and show admissions officers how your diversity impacts the way you approach your life.

Where to Get Your Diversity Essay Edited

Do you want feedback on your diversity essay? After rereading your essays countless times, it can be difficult to evaluate your writing objectively. That’s why we created our free Peer Essay Review tool , where you can get a free review of your essay from another student. You can also improve your own writing skills by reviewing other students’ essays.

If you want a college admissions expert to review your essay, advisors on CollegeVine have helped students refine their writing and submit successful applications to top schools. Find the right advisor for you to improve your chances of getting into your dream school!

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Sat / act prep online guides and tips, how to write a diversity essay: 4 key tips.

College Essays

If you're applying to college, you've probably heard the phrase "diversity essay" once or twice. This type of essay is a little different from your typical "Why this college?" essay . Instead of focusing on why you've chosen a certain school, you'll write about your background, values, community, and experiences—basically, what makes you special.

In this guide, I explain what a diversity college essay is, what schools are looking for in this essay, and what you can do to ensure your diversity essay stands out.

What Is a Diversity Essay for College?

A diversity essay is a college admissions essay that focuses on you as an individual and your relationship with a specific community. The purpose of this essay is to reveal what makes you different from other applicants, including what unique challenges or barriers you've faced and how you've contributed to or learned from a specific community of people.

Generally speaking, the diversity college essay is used to promote diversity in the student body . As a result, the parameters of this essay are typically quite broad. Applicants may write about any relevant community or experience. Here are some examples of communities you could discuss:

• Your cultural group
• Your race or ethnicity
• Your extended family
• Your religion
• Your socioeconomic background (such as your family's income)
• Your sex or gender
• Your sexual orientation
• Your gender identity
• Your values or opinions
• Your experiences
• Your home country or hometown
• Your school
• The area you live in or your neighborhood
• A club or organization of which you're an active member

Although the diversity essay is a common admissions requirement at many colleges, most schools do not specifically refer to this essay as a diversity essay . At some schools, the diversity essay is simply your personal statement , whereas at others, it's a supplemental essay or short answer.

It's also important to note that the diversity essay is not limited to undergraduate programs . Many graduate programs also require diversity essays from applicants. So if you're planning to eventually apply to graduate school, be aware that you might have to write another diversity statement!

Diversity Essay Sample Prompts From Colleges

Now that you understand what diversity essays for college are, let's take a look at some diversity essay sample prompts from actual college applications.

University of Michigan

At the University of Michigan , the diversity college essay is a required supplemental essay for all freshman applicants.

Everyone belongs to many different communities and/or groups defined by (among other things) shared geography, religion, ethnicity, income, cuisine, interest, race, ideology, or intellectual heritage. Choose one of the communities to which you belong, and describe that community and your place within it.

University of Washington

Like UM, the University of Washington asks students for a short-answer (300 words) diversity essay. UW also offers advice on how to answer the prompt.

Our families and communities often define us and our individual worlds. Community might refer to your cultural group, extended family, religious group, neighborhood or school, sports team or club, co-workers, etc. Describe the world you come from and how you, as a product of it, might add to the diversity of the University of Washington.

Keep in mind that the UW strives to create a community of students richly diverse in cultural backgrounds, experiences, values, and viewpoints.

University of California System

The UC system requires freshman applicants to choose four out of eight prompts (or personal insight questions ) and submit short essays of up to 350 words each . Two of these are diversity essay prompts that heavily emphasize community, personal challenges, and background.

For each prompt, the UC system offers tips on what to write about and how to craft a compelling essay.

5. Describe the most significant challenge you have faced and the steps you have taken to overcome this challenge. How has this challenge affected your academic achievement?

Things to consider: A challenge could be personal, or something you have faced in your community or school. Why was the challenge significant to you? This is a good opportunity to talk about any obstacles you've faced and what you've learned from the experience. Did you have support from someone else or did you handle it alone?

If you're currently working your way through a challenge, what are you doing now, and does that affect different aspects of your life? For example, ask yourself, "How has my life changed at home, at my school, with my friends, or with my family?"

7. What have you done to make your school or your community a better place?

Things to consider: Think of community as a term that can encompass a group, team, or place—like your high school, hometown, or home. You can define community as you see fit; just make sure you talk about your role in that community. Was there a problem that you wanted to fix in your community?

Why were you inspired to act? What did you learn from your effort? How did your actions benefit others, the wider community, or both? Did you work alone or with others to initiate change in your community?

Think about your community: How has it helped you? What have you done for it?

University of Oklahoma

First-year applicants to the University of Oklahoma who want to qualify for a leader, community service, or major-based scholarship must answer two optional, additional writing prompts , one of which tackles diversity. The word count for this prompt is 650 words or less.

The University of Oklahoma is the home of a vibrant, diverse, and compassionate university community that is often referred to as “the OU family.” Please describe your cultural and community service activities and why you chose to participate in them.

Duke University

In addition to having to answer the Common Application or Coalition Application essay prompts, applicants to Duke University may (but do not have to) submit short answers to two prompts, four of which are diversity college essay prompts . The maximum word count for each is 250 words.

We believe a wide range of personal perspectives, beliefs, and lived experiences are essential to making Duke a vibrant and meaningful living and learning community. Feel free to share with us anything in this context that might help us better understand you and what you might bring to our community .

We believe there is benefit in sharing and sometimes questioning our beliefs or values; who do you agree with on the big important things, or who do you have your most interesting disagreements with? What are you agreeing or disagreeing about?

We recognize that “fitting in” in all the contexts we live in can sometimes be difficult. Duke values all kinds of differences and believes they make our community better. Feel free to tell us any ways in which you’re different, and how that has affected you or what it means to you.

Duke’s commitment to inclusion and belonging includes sexual orientation, gender identity, and gender expression. Feel free to share with us more about how your identity in this context has meaning for you as an individual or as a member of a community .

Pitzer College

At Pitzer, freshman applicants must use the Common Application and answer one supplemental essay prompt. One of these prompts is a diversity essay prompt that asks you to write about your community.

At Pitzer, five core values distinguish our approach to education: social responsibility, intercultural understanding, interdisciplinary learning, student engagement, and environmental sustainability. As agents of change, our students utilize these values to create solutions to our world's challenges. Reflecting on your involvement throughout high school or within the community, how have you engaged with one of Pitzer's core values?

The Common Application

Many colleges and universities, such as Purdue University , use the Common Application and its essay prompts.

One of its essay prompts is for a diversity essay, which can be anywhere from 250 to 650 words. This prompt has a strong focus on the applicant's identity, interests, and background.

Some students have a background, identity, interest, or talent that is so meaningful, they believe their application would be incomplete without it. If this sounds like you, then please share your story.

ApplyTexas is similar to the Common Application but is only used by public colleges and universities in the state of Texas. The application contains multiple essay prompts, one of which is a diversity college essay prompt that asks you to elaborate on who you are based on a particular identity, a passion you have, or a particular skill that you've cultivated.

Essay B: Some students have an identity, an interest, or a talent that defines them in an essential way. If you are one of these students, then tell us about yourself.

In a diversity essay, focus on an aspect of your identity or cultural background that defines you and makes you stand out.

What Do Colleges Look for in a Diversity Essay?

With the diversity essay, what colleges usually want most is to learn more about you , including what experiences have made you the person you are today and what unique insights you can offer the school. But what kinds of specific qualities do schools look for in a diversity essay?

To answer this, let's look at what schools themselves have said about college essays. Although not many colleges give advice specific to the diversity essay, many provide tips for how to write an effective college essay in general .

For example, here is what Dickinson College hopes to see in applicants' college essays:

Tell your story.

It may be trite advice, but it's also true. Admissions counselors develop a sixth sense about essay writers who are authentic. You'll score points for being earnest and faithful to yourself.

Authenticity is key to writing an effective diversity essay. Schools want you to be honest about who you are and where you come from; don't exaggerate or make up stories to make yourself sound "cooler" or more interesting—99% of the time, admissions committees will see right through it! Remember: admissions committees read thousands of applications, so they can spot a fake story a mile away.

Next, here's what Wellesley College says about the purpose of college essays:

Let the Board of Admission discover:

• More about you as a person.
• The side of you not shown by SATs and grades.
• Your history, attitudes, interests, and creativity.
• Your values and goals—what sets you apart.

It's important to not only be authentic but to also showcase "what sets you apart" from other applicants—that is, what makes you you . This is especially important when you consider how many applications admissions committees go through each year. If you don't stand out in some positive way, you'll likely end up in the crapshoot , significantly reducing or even eliminating your chances of admission .

And finally, here's some advice from the University of Michigan on writing essays for college:

Your college essay will be one of nearly 50,000 that we'll be reading in admissions—use this opportunity to your advantage. Your essay gives us insights into your personality; it helps us determine if your relationship with the school will be mutually beneficial.

So tell us what faculty you'd like to work with, or what research you're interested in. Tell us why you're a leader—or how you overcame adversity in your life. Tell us why this is the school for you. Tell us your story.

Overall, the most important characteristic colleges are looking for in the diversity essay (as well as in any college essay you submit) is authenticity. Colleges want to know who you are and how you got here; they also want to see what makes you memorable and what you can bring to the school.

An excellent diversity essay will represent some aspect of your identity in a sincere, authentic way.

How to Write an Effective Diversity Essay: Four Tips

Here are some tips to help you write a great diversity college essay and increase your chances of admission to college.

#1: Think About What Makes You Unique

One of the main purposes of the diversity essay is to present your uniqueness and explain how you will bring a new perspective to the student body and school as a whole. Therefore, for your essay, be sure to choose a topic that will help you stand apart from other applicants .

For example, instead of writing about your ability to play the piano (which a lot of applicants can do, no doubt), it'd be far more interesting to elaborate on how your experience growing up in Austria led you to become interested in classical music.

Try to think of defining experiences in your life. These don't have to be obvious life-altering events, but they should have had a lasting impact on you and helped shape your identity.

#2: Be Honest and Authentic

Ah, there's that word again: authentic . Although it's important to showcase how unique you are, you also want to make sure you're staying true to who you are. What experiences have made you the person you are today? What kind of impact did these have on your identity, accomplishments, and future goals?

Being honest also means not exaggerating (or lying about) your experiences or views. It's OK if you don't remember every little detail of an event or conversation. Just try to be as honest about your feelings as possible. Don't say something changed your life if it really had zero impact on you.

Ultimately, you want to write in a way that's true to your voice . Don't be afraid to throw in a little humor or a personal anecdote. What matters most is that your diversity essay accurately represents you and your intellectual potential.

#3: Write Clearly, Correctly, and Cogently

This next tip is of a more mechanical nature. As is the case with any college essay, it's critical that your diversity essay is well written . After all, the purpose of this essay is not only to help schools get to know you better but also to demonstrate a refined writing ability—a skill that's necessary for doing well in college, regardless of your major.

A diversity essay that's littered with typos and grammatical errors will fail to tell a smooth, compelling, and coherent story about you. It will also make you look unprofessional and won't convince admissions committees that you're serious about college and your future.

So what should you do? First, separate your essay into clear, well-organized paragraphs. Next, edit your essay several times. As you further tweak your draft, continue to proofread it. If possible, get an adult—such as a teacher, tutor, or parent—to look it over for you as well.

#4: Take Your Time

Our final tip is to give yourself plenty of time to actually write your diversity essay. Usually, college applications are due around December or January , so it's a good idea to start your essay early, ideally in the summer before your senior year (and before classes and homework begin eating up your time).

Starting early also lets you gain some perspective on your diversity essay . Here's how to do this: once you've written a rough draft or even just a couple of paragraphs of your essay, put it away for a few days. Once this time passes, take out your essay again and reread it with a fresh perspective. Try to determine whether it still has the impact you wanted it to have. Ask yourself, "Does this essay sound like the real me or someone else? Are some areas a little too cheesy? Could I add more or less detail to certain paragraphs?"

Finally, giving yourself lots of time to write your diversity essay means you can have more people read it and offer comments and edits on it . This is crucial for producing an effective diversity college essay.

Conclusion: Writing Diversity Essays for College

A diversity essay is a college admissions essay that r evolves around an applicant's background and identity, usually within the context of a particular community. This community can refer to race or ethnicity, income level, neighborhood, school, gender, age, sexual orientation, etc.

Many colleges—such as the University of Michigan, the University of Washington, and Duke—use the diversity essay to ensure diversity in their student bodies . Some schools require the essay; others accept it as an optional application component.

If you'll be writing diversity essays for college, be sure to do the following when writing your essay to give yourself a higher chance of admission:

• Think about what makes you unique: Try to pinpoint an experience or opinion you have that'll separate you from the rest of the crowd in an interesting, positive way.
• Be honest and authentic:  Avoid exaggerating or lying about your feelings and experiences.
• Write clearly, correctly, and cogently:  Edit, proofread, and get someone else to look over your essay.
• Take your time: Start early, preferably during the summer before your senior year, so you can have more time to make changes and get feedback from others.

With that, I wish you the best of luck on your diversity essay!

What's Next?

You understand how to write a diversity essay— but what about a "Why this college?" essay ? What about a general personal statement ? Our guides explain what these essays are and how you can produce amazing responses for your applications.

Want more samples of college essay prompts? Read dozens of real prompts with our guide and learn how to answer them effectively.

Curious about what a good college essay actually looks like? Then check out our analysis of 100+ college essays and what makes them memorable .

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Hannah received her MA in Japanese Studies from the University of Michigan and holds a bachelor's degree from the University of Southern California. From 2013 to 2015, she taught English in Japan via the JET Program. She is passionate about education, writing, and travel.

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Home › Resources › Writing a DEI Statement

Writing a DEI Statement

By Misbah Hyder

What is a DEI statement?

A DEI (diversity, equity, and inclusion) statement, also called “statement of commitment to diversity” or “contributions to diversity statement,” is a brief (1-2 pages) essay in which you are highlighting your contributions with respect to DEI within your classroom, university, and discipline. The ideal DEI statement would follow a narrative about your goals and accomplishments in advancing DEI as an educator and researcher. 

Quick note about terminology : 

• Diversity: This refers to all aspects of human difference. A diverse environment is one where a variety of individuals, groups, and/or communities with different characteristics exist together. Diversity is essential, but it is not sufficient.
• Equity: This refers to acknowledging that different people will have different needs in order to have the same access to opportunities. Equity further addresses historical differences in access and opportunities between various groups.
• Inclusion: This refers to the kind of active, intentional, and ongoing engagement with diversity that cultivates an environment where any individual or group can feel welcomed, respected, supported, and valued. This values impact over intent.

Why write a DEI statement?

Increasingly, academic jobs are requiring DEI statements as part of the materials. Besides this fact, the DEI statement is an opportunity for you to reflect on your own role in the advancement of equity, inclusivity, and belonging in your scholarly (research, teaching, and service) communities. 

These statements also allow you to take stock of the important work you’ve already done. Since this can be quite challenging to do for ourselves, you can ask colleagues, mentors, and students about your contributions to advancing DEI in your classrooms, department, and discipline. This is a great way to reflect on the work you’ve done to make your scholarly communities more inclusive thus far, and how you see yourself building on it further. If, from this reflection, you are dissatisfied with your commitment to inclusivity thus far, you can use the DEI statement as a space to describe how you’d prioritize these commitments moving forward with goals for the future. These statements are as much about the future as they are about the past and present.

Ultimately, the DEI statement is an opportunity for you to discuss concrete ways you advocate for minoritized communities (your students, your colleagues, your research populations) and strive for a more equitable learning and scholarly environment.

The most important tip on writing a DEI statement is to get lots of feedback from trusted mentors, colleagues, and peers! 

Note: Potential overlap with teaching statements

DEI statements are not the same as teaching statements, but the classroom is often where you can get your concrete examples about your approach to diversity, equity, and inclusion. It’s okay if there are some overlaps in the specific DEI principles you’re committed to, but be sure you are using distinct examples in both statements. (Tip: you can have separate teaching statements for applications that do and don’t ask for DEI statements.)

However, be sure to incorporate language about inclusivity in your teaching statement, even if a DEI statement is requested! One approach could be that the DEI statement can emphasize how you promote scholarly inclusion, and classroom-related examples go in the teaching statement.

How to write a DEI statement:

A DEI statement, especially as it’s relatively new to many academic job applications, varies and is highly personalized. Different institutions might also have slightly different prompts, so be sure to tailor your statement to the prompts.

Regardless of the specific prompt, it is important to ground the DEI statement in examples. It is not enough to communicate that you are committed to inclusivity in your classroom and discipline – demonstrate to a committee how you have done this work and what you hope to accomplish as you move forward in your career. Be concrete.

Below we provide some guidelines to help walk you through the process of writing a DEI statement, with guiding questions to get you started!

Guideline #1: Disclosing your identities is your choice 

You do not need to feel compelled to disclose any of your identities within your DEI statement. This is and will always be your choice.

If you are from a historically underrepresented community, consider focusing on how this identity has shaped your approach to the classroom, your research, and disciplinary/university service – do not only focus on describing your background.

When you do choose to disclose your identities, be sure that you are connecting it to the principles and/or concrete examples both about your past experiences and your future contributions. 

• How does your racial identity inform how you have contributed to conversations about racially excluded groups within your field? How does this racial identity further motivate you to mentor students and junior scholars from racially minoritized communities to thrive in your field? 
• Has your own disability impacted how you have navigated higher education (as an undergraduate and/or graduate student)? How do you seek to use this perspective to mitigate barriers for future students and scholars?

Remember that DEI statements are not designed only for those who come from historically underrepresented communities. These statements are less about your identities and more about your contributions to inclusivity.

• What are your contributions to decentering the historically dominant voices within your field? Are you allowing students to challenge disciplinary norms and contribute to your discipline in new ways?

Guideline #2: Be honest and reflective about your experiences

Avoid writing what you think your audience wants to hear rather than about your authentic experiences. If this means that you’d like to improve your commitment to DEI for the future, clearly state why and how. Committees want to see how you are improving and growing in this area. Again, this statement is not just about your past – but also about your future.

• Is there an experience that caused you to reflect on your assumptions about DEI within your discipline, research, teaching, etc.? 
• What was your response to the experience? Did you make any changes? If not, how do you plan on addressing this in the future?

There is no one correct way of approaching issues surrounding DEI. Be authentic in how you communicate your experiences and have trusted colleagues look at your statement for feedback.

Guideline #3: Your DEI contributions might not be on your CV

To demonstrate your contributions to DEI, it is not necessary to have started initiatives specific to DEI within your field and/or served on committees with these specific goals in mind. Instead, your contributions to DEI might be about your approach to all aspects of your scholarly work.

• Are you ensuring that historically underrepresented voices within your field are included in your syllabus and research citations?
• How do you ensure that your students’ voices are heard? Do you survey them before the class, ask for their feedback, and consider final evaluations for your teaching in the future? Do you ask students their preferred names, use NameCoach , and/or ask for their correct pronouns?
• Did you observe something in your department, lab, or other academic space that you found to be unjust? Did you address the issue, intervene, and/or advocate on behalf of those affected? Even if you did not, did you notice how the unjust behaviors impacted the climate of that academic community? How does this inform how you would build an inclusive scholarly community in the future?

Guideline #4: Show more than you tell

With the DEI statement’s focus on your contributions to building inclusive and equitable academic communities for your colleagues and students, examples are critical to how you can demonstrate that commitment. Ideally, you would start with a thesis statement that summarizes your values within DEI (e.g. commitment to building a just society, decentering privileged voices in your discipline, amplifying marginalized voices in your teaching & research) and provide examples throughout the statement to support how you’ve done the work toward those values. It is important to remember that if you teach and/or research issues of race, class, gender, etc. that this does not speak for itself. The DEI statement is not asking about what you know — it is asking about what you are prepared to do in your academic career. Finally, when deciding between examples, choose ones that more closely relate to the position’s needs and are different from your teaching statement.

Below are examples of how to show more than you tell within your DEI statement. 

• The first excerpt is telling more than showing; it does not give a reader any information about how you approach inclusivity in the classroom and beyond. While this can be a start to your introduction paragraph, be more specific about your values within DEI – what are you seeking to change within your academic communities that will lead to a more equitable scholarly environment? 
• The second excerpt is an example of how to show your commitment to DEI within the classroom (this can work for both teaching and DEI statements) in the body of the statement. Be specific about how you engage with your students, peers, and research communities to promote inclusivity, explicitly state your values (e.g. the writer spoke of building relationships & trust) and provide demonstrable examples (e.g. the writer provided student testimony).

Excerpt #1:

“I care about diversity, equity, and inclusion in my teaching. I am committed to creating a more equitable learning environment for my students.”

Excerpt #2:

“In my teaching, I will also strive to remain attentive to the negative impacts of power and privilege. My pedagogy is designed to confront these impacts, ensuring that classroom spaces offer inclusive and equitable learning environments, such as utilizing pedagogical and assessment practices shown to offer particular benefits to minoritized students. Both inside and outside the classroom, I also make a concerted effort to build relationships of trust with students who experience their education from minoritized positions on campus or in society more broadly. Building this trust means expressing interest in who these students are, where they come from, their aspirations, and the unique challenges they may face. In the past, these efforts have included guiding students toward relevant scholarship and networking opportunities; providing guidance on course material, research, writing; and meeting with current and former students to discuss pursuing advanced degrees and career options. In other cases, I have found that the most valuable thing I can do to support minoritized students is simply to listen, reinforce the idea that their perspective matters, and express confidence that they will succeed. I was overjoyed to hear recently from a former advisee—a first-generation student whose parents emigrated to the USA—that a six-month research internship has been extended into a full-time “dream job.” With the student’s permission, I would like to share a few of their kind words: “I can confidently say that I would not have ended up at a place like [this] had it not been for people like you who encouraged me to maintain faith in myself and be driven by passion instead of a fear of uncertainty.”

(The second excerpt is from a University of Notre Dame graduate’s successful academic job application; it is shared with permission.)

• Diversity Statements , University of Notre Dame’s Graduate Career Services
• Diversity Statements , Harvard University’s Bok Center for Teaching and Learning
• Drafting a Diversity, Equity, and Inclusion Statement , University of Texas at Austin’s Center for Teaching and Learning
• Demystifying the Diversity Statement , Inside Higher Ed
• 5 Don’ts in Writing Your DEI Statement , The Chronicle of Higher Education
• Writing an Effective Diversity Statement , Brandeis University
• Developing and Writing a Diversity Statement , Vanderbilt University’s Center for Teaching
• The Promise of Diversity Statements: Insights and an Initial Framework Developed from a Faculty Search Process , Currents: Connecting Diversity Scholarship to Practice and Society

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May 11, 2023

Writing an Excellent Diversity Essay

What is the diversity question in a school application, and why does it matter when applying to leading programs and universities? Most importantly, how should you respond?

Diversity is of supreme value in higher education, and schools want to know how every student will contribute to it in their community. A diversity essay is an essay that encourages applicants with disadvantaged or underrepresented backgrounds, an unusual education, a distinctive experience, or a unique family history to write about how these elements of their background have prepared them to play a useful role in increasing and encouraging diversity among their target program’s student body and broader community.

In this post, we’ll cover the following topics: 

How to show you can add to diversity

Why diversity matters at school, seven examples that reveal diversity, how to write about your diversity, diversity essay example, want to ensure your application demonstrates the diversity that your dream school is seeking.

If you are an immigrant to the United States, the child of immigrants, or someone whose ethnicity is underrepresented in the States, your response to “How will you add to the diversity of our class/community?” and similar questions might help your application efforts. Why? Because you can use it to show how your background will add a distinctive perspective to the program you are applying to.

Download this sample personal background essay, and see how one candidate won over the adcom and got accepted into their top-choice MBA program.

Of course, if you’re not from a group that is underrepresented in your field or a disadvantaged group, that doesn’t mean that you don’t have anything to write about in a diversity essay.

For example, you might have an unusual or special experience to share, such as serving in the military, being a member of a dance troupe, or caring for a disabled relative. These and other distinctive experiences can convey how you will contribute to the diversity of the school’s campus.

You could be the first member of your family to apply to college or the first to learn English in your household. Perhaps you have worked your way through college or helped raise your siblings. You might also have been an ally to those who are underrepresented, disadvantaged, or marginalized in your community, at your previous school, or in an earlier work experience. 

As you can see, diversity is not limited to one’s religion, ethnicity, culture, language, or sexual orientation. It refers to whatever element of your identity  distinguishes you from others and shows that you, too, value diversity.

Admissions officers believe diversity in the classroom improves the educational experience of all the students involved. They also believe that having a diverse workforce better serves society as a whole.

The more diverse perspectives found in the classroom, throughout the dorms, in the dining halls, and mixed into study groups, the richer the discussions will be.

Plus, learning and growing in this kind of multicultural environment will prepare students for working in our increasingly multicultural and global world.

In medicine, for example, a heterogeneous workforce benefits people from previously underrepresented cultures. Businesses realize they will market more effectively if they can speak to different audiences and markets, which is possible when members of their workforce come from different backgrounds and cultures. Schools simply want to prepare graduates for the 21st century job market.

Adcoms want to know about your personal diversity elements and the way they have helped you develop particular character and personality traits , as well as the unusual experiences that have shaped you.

Here are seven examples an applicant could write about:

• They grew up with a strong insistence on respecting elders, attending family events, or learning their parents’ native language and culture.
• They are close to grandparents and extended family members who have taught them how teamwork can help everyone thrive.
• They have had to face difficulties that stem from their parents’ values being in conflict with theirs or those of their peers.
• Teachers have not always understood the elements of their culture or lifestyle and how those elements influence their performance.
• They suffered from discrimination and succeeded despite it because of their grit, values, and character.
• They learned skills from a lifestyle that is outside the norm (e.g., living in foreign countries as the child of a diplomat or contractor; performing professionally in theater, dance, music, or sports; having a deaf sibling).
• They’ve encountered racism or other prejudice (either toward themselves or others) and responded by actively promoting diverse, tolerant values.

And remember, it’s not just about who your parents are. It’s about who you are – at the core.

Your background, influences, religious observances, language, ideas, work environment, community experiences – all these factors come together to create a unique individual, one who will contribute to a varied class of distinct individuals taking their place in a diverse world.

Your answer to the diversity question should focus on how your experiences have built your empathy for others, your embrace of differences, your resilience, your character, and your perspective.

The school might well ask how you think of diversity or how you can bring or add to the diversity of your school, chosen profession, or community. Make sure you answer the specific question posed by highlighting distinctive elements of your profile that will add to the class mosaic every adcom is trying to create. You don’t want to blend in; you want to stand out in a positive way while also complementing the school’s canvas.

Here’s a simple, three-part framework that will help you think of diversity more, well, diversely:

• Identity : Who are you? What has contributed to your identity? How do you distinguish yourself? Your identity can include any of the following: gender, sexual orientation, ethnicity, disability, religion, nontraditional work experience, nontraditional educational background, multicultural background, and family’s educational level.
• Deeds : What have you done? What have you accomplished? This could include any of the following: achievements inside and/or outside your field of study, leadership opportunities, community service, , internship or professional experience, research opportunities, hobbies, and travel. Any or all of these could be unique. Also, what life-derailing, throw-you-for-a-loop challenges have you faced and overcome?
• Ideas : How do you think? How do you approach things? What drives you? What influences you? Are you the person who can break up a tense meeting with some well-timed humor? Are you the one who intuitively sees how to bring people together? 

Learn more about this three-part framework in this podcast episode.

Think about each question within this framework and how you could apply your diversity elements to the classroom, your school, or your community. Any of these elements will serve as the framework for your essay.

Don’t worry if you can’t think of something totally “out there.” You don’t need to be a tightrope walker living in the Andes or a Buddhist monk from Japan to pass the diversity test!

And please remember, the examples I have listed are not exhaustive. There are many other ways to show diversity!

All you need to write successfully about how you will contribute to the rich diversity of your target school’s community is to examine your identity, deeds, and ideas, with an eye toward your personal distinctiveness and individuality. There is only one you .

Want our advice on how you can best show diversity?

Click here to sign up for a free consultation.

Take a look at this sample diversity essay, and pay attention to how the writer underscores their appreciation for and experience with diversity. 

When I was starting 11 th grade, my dad, an agricultural scientist, was assigned to a 3-month research project in a farm village in Niigata (northwest Honshu in Japan). Rather than stay behind with my mom and siblings, I begged to go with him. As a straight-A student, I convinced my parents and the principal that I could handle my schoolwork remotely (pre-COVID) for that stretch. It was time to leap beyond my comfortable suburban Wisconsin life—and my Western orientation, reinforced by travel to Europe the year before. 

We roomed in a sprawling farmhouse with a family participating in my dad’s study. I thought I’d experience an “English-free zone,” but the high school students all studied and wanted to practice English, so I did meet peers even though I didn’t attend their school. Of the many eye-opening, influential, cultural experiences, the one that resonates most powerfully to me is experiencing their community. It was a living, organic whole. Elementary school kids spent time helping with the rice harvest. People who foraged for seasonal wild edibles gave them to acquaintances throughout the town. In fact, there was a constant sharing of food among residents—garden veggies carried in straw baskets, fish or meat in coolers. The pharmacist would drive prescriptions to people who couldn’t easily get out—new mothers, the elderly—not as a business service but as a good neighbor. If rain suddenly threatened, neighbors would bring in each other’s drying laundry. When an empty-nest 50-year-old woman had to be hospitalized suddenly for a near-fatal snakebite, neighbors maintained her veggie patch until she returned. The community embodied constant awareness of others’ needs and circumstances. The community flowed!

Yet, people there lamented that this lifestyle was vanishing; more young people left than stayed or came. And it wasn’t idyllic: I heard about ubiquitous gossip, long-standing personal enmities, busybody-ness. But these very human foibles didn’t dam the flow. This dynamic community organism couldn’t have been more different from my suburban life back home, with its insular nuclear families. We nod hello to neighbors in passing. 

This wonderful experience contained a personal challenge. Blond and blue-eyed, I became “the other” for the first time. Except for my dad, I saw no Westerner there. Curious eyes followed me. Stepping into a market or walking down the street, I drew gazes. People swiftly looked away if they accidentally caught my eye. It was not at all hostile, I knew, but I felt like an object. I began making extra sure to appear “presentable” before going outside. The sense of being watched sometimes generated mild stress or resentment. Returning to my lovely tatami room, I would decompress, grateful to be alone. I realized this challenge was a minute fraction of what others experience in my own country. The toll that feeling—and being— “other” takes on non-white and visibly different people in the US can be extremely painful. Experiencing it firsthand, albeit briefly, benignly, and in relative comfort, I got it.

Unlike the organic Niigata community, work teams, and the workplace itself, have externally driven purposes. Within this different environment, I will strive to exemplify the ongoing mutual awareness that fueled the community life in Niigata. Does it benefit the bottom line, improve the results? I don’t know. But it helps me be the mature, engaged person I want to be, and to appreciate the individuals who are my colleagues and who comprise my professional community. I am now far more conscious of people feeling their “otherness”—even when it’s not in response to negative treatment, it can arise simply from awareness of being in some way different.

What did you think of this essay? Does this middle class Midwesterner have the unique experience of being different from the surrounding majority, something she had not experienced in the United States? Did she encounter diversity from the perspective of “the other”? 

Here a few things to note about why this diversity essay works so well:

• The writer comes from “a comfortable, suburban, Wisconsin life,” suggesting that her own background might not be ethnically, racially, or in other ways diverse.
• The diversity “points” scored all come from her fascinating  experience of having lived in a Japanese farm village, where she immersed herself in a totally different culture.
• The lessons learned about the meaning of community are what broaden and deepen the writer’s perspective about life, about a purpose-driven life, and about the concept of “otherness.” 

By writing about a time when you experienced diversity in one of its many forms, you can write a memorable and meaningful diversity essay.

Working on your diversity essay?

Want to ensure that your application demonstrates the diversity that your dream school is seeking? Work with one of our admissions experts and . This checklist includes more than 30 different ways to think about diversity to jump-start your creative engines.

Related Resources:

•  Different Dimensions of Diversity , a podcast episode • What to Do if You Belong to an Overrepresented Applicant Group • Med School Admissions Advice for Nontraditional Applicants: The Experts Speak

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Ellin’s Top 7 Tips #5 – How to Write about Diversity and Inclusion

May 17, 2023

• Include your experience with DEI
• Show allyship
• DEI takes lots of forms
• Limited DEI experience? Don’t let that stop you.
• Promote DEI on campus
• Always be authentic
• Show long-term commitment
• Get expert help

UPDATE: This article was originally posted on August 24, 2022. It has been updated with new information and tips below. 

Diversity, equity, and inclusion (DEI) have been shifting ever more into the public spotlight after movements like #blacklivesmatter and #MeToo rocked the Internet. Awareness, interest, and support for DEI movements across the globe are gaining long-awaited momentum and fueling a drive for proactive change across communities, industries, and institutions.

Top business schools have also become more focused than ever on connecting with people who have a track record of supporting DEI initiatives and a passion for making spaces more inclusive. More than ever, experience with DEI has now become a central part of your MBA application . In fact, many schools have a specific essay question dedicated to learning about your involvement with diversity. 

Whether you belong to a marginalized group yourself or have spoken out for others who do, it is essential that you include these valuable stories in your MBA admissions essays. To help you answer questions focused on DEI effectively, we have compiled our top tips for handling these topics below!

Discussing DEI Tip #1: Include your experience with DEI

If you have experience as a member of a marginalized group or supporting those who belong to marginalized groups, there is no question: you will want to discuss those experiences when applying for your MBA.

Some elite business schools even have questions specifically targeting your experiences with diversity and inclusion . For example, take a look at MIT ’s interview essay question that all candidates are required to respond to for the 2022-2023 application cycle:

In 250 words or less, please describe how you, as a member of the MIT Sloan community, would work to create a campus that is welcoming, inclusive and increasingly diverse. Details for submitting your response will be included in the interview invitation.

With prompts like this, there is no doubt that business schools today want to hear about your experiences with inclusion . However, many schools do not have a dedicated question for talking about DEI. Does that mean they do not want to hear about these experiences? Not at all. Even if your top-choice business school does not explicitly ask about DEI, you definitely want to highlight your experience in your application essays .

That is because – implicitly or explicitly – your business school is highly interested in that aspect of your profile.

Not only do including these stories reveal that you are dedicated to improving equity in your communities – just like they are! – but, more than that, stories featuring DEI can convey other important values , like empathy, a drive to take initiative, fine-tuned interpersonal skills, a global mindset, and a record of community engagement.

So, whether or not they ask, you definitely want to tell your future MBA program about your experiences with DEI.

Discussing DEI Tip #2: Show allyship

I f you belong to a marginalized group yourself, you are probably no stranger to experiencing bias and discrimination. You may have even had many experiences that revolved around battling stigma or fighting for recognition. Beyond that, maybe you have spoken out to join larger discussions in your community, interfaced with others who have more privileged backgrounds, or actively worked to build inclusive spaces. If so, your experiences with DEI should definitely not be left behind in your MBA application.

However, you do not have to belong to a marginalized group to be passionate about promoting DEI. On the contrary –  many candidates choose to discuss their experiences with allyship.

As stated in the Harvard Business Review, allyship means supporting those who experience societal marginalization:

“We view allyship as a strategic mechanism used by individuals to become collaborators, accomplices, and coconspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy. Allies endeavor to drive systemic improvements to workplace policies, practices, and culture.”   – Harvard Business Review

As discussed in the article, there are many ways for leaders to show allyship . Beyond self-education about racism, sexism, economic privilege, and other topics, as well as seeking and accepting feedback about one’s behavior, allyship can be expressed in a multitude of ways. This can include becoming a trusted advisor for someone experiencing bias; watching out for and intervening against bias and discrimination, and creating safe spaces and communities to promote discussion, awareness, and proactive activism of inclusion and equity.

Whatever your experience with DEI – direct or indirect – if you are passionate about equity, you should definitely use your MBA essays to discuss your drive to make inclusion front and center. Whatever your experience with the subject, be sure to include the action steps you took to support yourself or others and what you learned about inclusion in the process.

Discussing DEI Tip #3: DEI takes lots of forms

When we think of creating inclusive spaces, many jump immediately to supporting prominent groups, such as people of color, underrepresented ethnic backgrounds, members of the LGBTQI+ community, or women . Showing your support for these groups is excellent! However, diversity, equity, and inclusion go far beyond these communities. 

For example, you may be passionate about educational equity. Many who cannot afford or do not have access to educational opportunities become marginalized as both students and adults. Showing how you have helped those who did not have the privilege of a quality education gain more equal opportunities is a surefire way of demonstrating your commitment to inclusivity.

Similarly, you have no doubt made experiences involving economic disparity. Unfortunately, the wealth gap has expanded worldwide in recent decades – a trend that has only been exacerbated by the COVID-19 pandemic – leading to an increase in poverty and a growing class of people struggling daily to make ends meet. If you have helped increase economic equity , discussing those experiences can be a great topic for your MBA essay.

Similarly, ableism remains a common issue throughout society – and many people are unaware of ableist privilege as they turn a blind eye to infrastructure that they can take for granted. Using your MBA admissions essay to talk about how you have helped make communities and spaces better for people with disabilities can also be a great way to focus on DEI. Moreover, talking about activism for those suffering from mental health disorders can also reveal your support for those who society often leaves behind.

Furthermore, promoting diversity spans country lines and cultural borders. Sadly, xenophobia is all too common in every country on the planet as some fear losing touch with longstanding traditions and nationalism continues to be on the rise. In our globalized environment, speaking out for or acting to support foreigners is an essential part of creating inclusive spaces.

Of course, these examples are by no means comprehensiv e. All the more reason to remember that marginalization affects all kinds of people in every community.

Discussing DEI Tip #4: Limited DEI experience? Don’t let that stop you.

Even if you have very limited experience with DEI or are just beginning to become aware of the social injustices that plague our planet, that need not limit you. You can still discuss your drive to make a change to help increase diversity around you. 

For example, you can include your drive to lead DEI efforts as a future professional!

As you may know, all business schools look for candidates with clearly-defined goals . As such, your goals essay is a central pillar of your application for many top MBA programs. Of course, a key part of your goals essay is not only your goals themselves but your vision for impact .

Your vision for impact goes beyond your goals to show deeper reflection and motivation for your professional trajectory by stating what you hope to change or achieve in each position as a future leader. While this often has to do with disrupting or improving a specific aspect of your professional field, it can also involve your commitment to making workplaces better for both employees and customers .

In fact, making inclusion or diversity an explicit part of your vision for the future can be a great way to emphasize your passion for the topic. For example, you could be driven to focus on ensuring that hiring practices support marginalized groups, creating work groups to discuss and prioritize diversity efforts, or shifting company branding to make sure everyone feels spoken to.

Remember though – the key to a strong goals statement includes showing your motivation for your goals as well as your area of impact, so you must ensure this is clear throughout your essays even if you have limited DEI experience.

Discussing DEI Tip #5: Promote DEI on campus

But hold on – you don’t have to wait until graduation to start advocating for inclusion! Instead, you can also show the adcom that you know that you don’t plan on staying idle when it comes to DEI by discussing how you plan to engage in social justice initiatives while earning your MBA .

Another key value for all business schools is community, so you want to be sure to show what you plan to contribute to the program that is giving you the tools you need to succeed. While there are lots of ways to do so , supporting DEI initiatives on campus is a great way to get involved.

Not sure where to start? Take a look at these examples!

• Inform yourself about your program’s DEI offerings and mission statement and help spread the message to other students
• Provide academic support to marginalized groups at your bschool or local public schools
• Join one of your institution’s DEI initiatives, such as Emory’s Black MBA Association or LBS’ Out in Business
• Start a new, unique DEI initiative or club
• Create a program within the local community to promote or support DEI
• Network with local businesses about the value of DEI
• Support your peers’ DEI challenges and concerns, for example, through NYU’s Wellness Exchange
• Establish programs for monitoring, measuring, and integrating DEI measures on campus

However you decide to use your strengths to promote DEI during your MBA and strengthen your business school community, discussing your intentions to equal the playing field for your fellow classmates and campus affiliates is a must-have for your MBA application.

Not sure how to discuss initiating DEI in your future MBA program? Or how to do so within the often limited word count ? 

If you are looking for help, don’t hesitate to check out our MBA Resource Center! There, you can find dozens of past successful essays and detailed brainstorming worksheets to help you plan out a winning essay. Our library also includes guides for all top global MBA programs, interview tips and mocks, CV templates, and recommendation letter guides. Click to join !

Discussing DEI Tip #6: Always be authentic

Although it goes without saying, I am going to say it anyway. If there is one thing you should NEVER do, it is embellish or fabricate a passion for diversity or inclusion.

In other words, you should only discuss your commitment to DEI if you are, in fact, committed .

With diverse applicants from around the world with years of experience, MBA admissions committees will spot insincerity in a heartbeat . More importantly, inauthentically claiming to drive change is deeply disrespectful to the millions of marginalized people, allies, and advocates who are struggling to create a better future for us all. 

So, if you are not truly committed to inclusion, leave it out of your MBA application essays entirely.

Discussing DEI Tip #7: Show long-term commitment

To really underline your commitment to promoting inclusive spaces, there is no better way to convince the adcom that you mean it than showing a pattern of commitment .

By showing how you have advocated for DEI in the past and connecting those experiences with how you plan to do so in the future, on-campus or beyond, you reveal to the admissions committee that DEI is not just an interest but a fundamental value .

Make Sure Your Essays Get You In

We no longer live in a world where individuals, businesses, or industries can ignore the needs of those who suffer from inequity. Moreover, it is essential that each does their part to support, uplift, and empower those who do.

Of course, eloquently and effectively communicating your experiences with DEI can be challenging. That’s why Ellin Lolis Consulting is here to help! From helping you understand how DEI fits into your personal brand to understanding the type of impact you intend to make, we have extensive experience helping candidates tell stories that land them an interview with their top MBA programs.

That’s why many candidates turn to us to help put our 98.9% acceptance rate and personalized approach to work for them . 

As our client (and Columbia Business School grad) Elisa said, “Ellin Lolis MBA Consulting helped me clarify my goals for the future and communicate those ideas effectively in my various essays. I’m confident that their editing suggestions helped me present myself as the best candidate I could be, which led to acceptances at every school to which I applied.

I would highly recommend Ellin Lolis as they were fantastic at helping me flesh out ideas I had in my head in a way that would make the most impact with an admissions committee. I also appreciated the personalized approach.”

So click here and put our expertise to work for your application!

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Developing and writing a diversity statement.

What is a diversity statement, and what purpose does it serve?

What topics might be included in a diversity statement.

• Getting Started

Writing Prompts

Adapting your statement for a job application, additional resources.

Increasingly, institutions of higher education are becoming more intentional and programmatic about their efforts to embrace principles of inclusion, equity, justice, and diversity throughout campus life. As they do so, they are more focused on finding faculty who have experiences and competencies that can contribute to these efforts. Consequently, universities and colleges frequently are requesting that job applicants address how they can contribute to a culture of inclusion and equity within the campus community in the form of a “diversity statement.”

Sometimes, a job ad will request that applicants address diversity in the cover letter or the teaching statement, but a request for a separate diversity statement is becoming more common. From the perspective of some universities, the purpose of such documents is to demonstrate that the applicant has commitments and capacities to contribute to the institution’s projects of inclusion and equity via their work, including scholarship, teaching, service, mentoring, and advising. Asking faculty applicants to speak to inclusive excellence in their application materials or during the interview process shows a university’s commitment to inclusion and ensures that new faculty share that commitment (2018). The document is also an opportunity for applicants to highlight their understanding of the barriers faced by under-represented or marginalized groups, as well as their own experiences meeting the needs of a diverse population of students, staff, and peers. For example, The University of California at San Diego requests a separate “Contributions to Diversity” statement from all faculty applicants, and its published guidelines suggest describing “your past efforts, as well as future plans to advance diversity, equity, and inclusion.” (2.1.18, https://facultydiversity.ucsd.edu/_files/c2d-guidelines.pdf ).

The wording that universities and colleges use in framing the request for a diversity statement varies widely. Below are a few examples from job ads posted in the 2017-2018 academic year.

St. Mary’s College of Maryland (public liberal arts college, faculty posting in Psychology):

Applicants should submit a statement explaining how their teaching at the College will contribute to a culture of inclusion and campus diversity .

Denison University (private liberal arts university in Ohio, faculty posting in Anthropology):

A description of how the applicant would contribute to the development of a diverse and inclusive learning community at Denison through her/his teaching, research, and/or service .

Angelo State (public university in Texas, faculty posting in Engineering):

The required Other Document should be no longer than 2 pages and should discuss how the candidate would help achieve Angelo State University’s goal to attract and graduate more women, Hispanic, and students from other underrepresented groups .

Georgia College and State University (public liberal arts college, faculty posting in Psychology)

Qualified candidates should submit a research statement, and a diversity statement (describing how you incorporate diversity into your teaching, research, and/or service). Teaching, research, and diversity statements should be limited to two single-spaced pages.

Franklin & Marshall College (private liberal arts college in Pennsylvania, Visiting Assistant Professor Position in Psychology)

Pursuant to the college’s vision for cultivating a diverse and inclusive community, the search committee will ask all applicants to address how their past and/or potential contributions might serve to advance F&M’s commitment to teaching and mentoring young people from a variety of personal experiences, values, and worldviews th at arise from differences of culture and circumstance.

Since the diversity statement is an emerging genre in the context of faculty job applications, there are few set guidelines on what must be included. Keeping in mind that the purpose of the statement is to demonstrate a commitment to fostering diversity, the following elements may be appropriate:

• Statement of values as they relate to your understanding and commitment to diversity, inclusion, equity, and/or justice in higher education.
• Examples of experiences that demonstrate your commitment to fostering the success of underrepresented students, staff, and peers, and supporting a diversity of perspectives in the classroom, lab, campus, or community.
• Future plans for continuing to advance inclusive excellence, diversity, or equity in your research, teaching, and service.

Getting started

• What are your values regarding diversity, inclusion, and equity in your professional life? Why do you think diversity is valuable in higher education settings? How about in your discipline specifically?
• What kinds of student, staff, or faculty diversity are you thinking of as you answer this question, and are there other ways in which diversity manifests in campus communities that might be valuable to consider?
• What elements of your own identity inform your teaching, research, or scholarship in a tangible way?

It is worth noting that diversity statements are fundamentally about your values, commitments, and capabilities, and not necessarily your identity and the ways it shapes your work. If you choose to disclose your identity in a diversity statement, you should be aware of some issues.

Should You Self-Disclose Elements of Your Personal Identity?

Note that some people wish to share elements of their personal background in their actual statement, and many do not. Reflecting on your own frame of reference can be useful regardless. Some degree of transparency may help readers contextualize the experiences and approaches you detail in your statement. For example, you may wish to share that you grew up in a bilingual household or that you attended graduate school as an international student, if either has influenced your approach to mentorship or teaching. A 2014 study investigated the content of 191 cover letters for faculty positions in which applicants were specifically asked to address diversity and inclusion; less than a quarter of applicants self-disclosed some aspect of their personal identity (Schmaling, Trevino, Lind, Blume, & Baker, 2014). Despite the low percentage of applicants who chose to self-disclose and despite the authors’ note that they could not determine which applications advanced as a function of the applicants’ choice to self-disclose, they write that “self-disclosing one’s diversity may reconceptualize membership in a previously stigmatized group as an advantage, particularly if the self-identification reinforces a coherent academic and professional identity (Schmaling et al., 2014, p. 10)..”

However, be advised that there is risk in disclosing details that may carry stigma or induce subtle biases on the part of readers. For example, some research confirms that biases toward African Americans and women influence evaluation of written application materials (Dovidio & Gaertner, 2000; Moss-Racusin, Dovidio, Brescoll, Graham, & Handelsman, 2012), specifically when the application is not exceptionally weak or exceptionally strong (Dovidio & Gaertner, 2000). The potential benefit of self-disclosing one’s mental health history or sexual orientation, for example, should be carefully weighed against the risk. To be sure, an excellent statement can be written without sharing elements of personal identity, and some universities that request statements are beginning to highlight this. The University of San Diego’s published guidelines to writing a diversity statement, for example, emphasize their desire to identify candidates who share the institution’s commitment to inclusive excellence, “regardless of personal demographic characteristics.”

The following prompts are meant to help you identify areas of strength to highlight in your diversity statement. For each of the following areas, think about your past experience and what you plan to do in the future. You don’t need to answer every question, as all may not apply.

Research and Scholarship

• Does your research/scholarship directly address issues of diversity, inclusion, or equity? If so, how?
• Does your research/scholarship address issues specific to marginalized groups? If so, describe the connection.
• Has your research/scholarship been shared with the community or public in a way that promotes access to scholarship?
• Has your scholarship involved collaboration with diverse groups of colleagues or commentators?

Mentorship and Advising

• Have you worked with any students in a mentorship or advisory capacity who are from marginalized groups? If so, how did you help them identify and overcome barriers to success? Think about your experience with research mentorship, teaching or tutoring, academic advising, and community mentorship.
• If you plan to train undergraduates and/or graduate students in your future role, what efforts will you make to recruit and retain students from marginalized and underrepresented groups?
• How do you plan to serve a student body that is diverse in a multitude of ways? Think not just race, ethnicity, and SES, but about age, religion, academic preparedness, disability, gender expression, or other differences.
• How does your approach to course design take into account considerations of diversity? You may wish to reflect on using a range of assessments, preventing bias in grading, diversifying course content, using inclusive language in the syllabus and classroom, or utilizing student feedback to improve classroom culture or tone. Try to generate at least one specific example of how your decision affects student’s learning in your course. (Note: One prominent example of inclusive syllabus language is diversity statements within syllabi; see examples from Brown University , Yale Center for Teaching and Learning , and The Eberly Center at Carnegie Mellon University )
• What do you do as a teacher that creates a welcoming and inclusive atmosphere? How do you ensure that students in your class feel a sense of belonging?
• How does your approach to facilitating discussion (and/or structuring active learning activities) take into account considerations of positionality, power, and/or diversity? You may wish to reflect on using semi-structured discussion techniques, online access points for student participation, classroom seating arrangements, or other ways in which you create opportunities for student engagement. Try to generate at least one specific example of how your pedagogical choice facilitates student engagement in a particular course.
• Does your discipline lend itself to dialogue about diversity? If so, how do you incorporate this dialogue into your courses? Describe the impact of doing so on student learning and engagement.
• How do you ensure that your course readings and sources reflect diverse perspectives? Have you had any experience diversifying/decolonizing content for your courses, and if so, what has been the impact on student learning?
• Have you participated in any service activities (e.g. university committees, symposiums, workshops, volunteer work in the community) whose goals relate to diversity, inclusion, and equity? If so, describe your experience. What did you accomplish? What did you learn? What skills did you build in the process?
• If you have engaged in diversity-related service, how will you incorporate your experience into the job for which you are applying? (Note: here is where – having done your research on the school to which you are applying – you might consider referencing an existing diversity-related initiative to which you could contribute or which you could expand)

After you have developed a statement that reflects your strengths and experiences related to diversity, inclusion, and equity, you may wish to tailor it for individual job applications. Be sure to do your homework about diversity-related programs and resources at the schools to which you are applying, and consider including how you plan to contribute to or expand existing programs at that institution. For example, if you have been particularly active in social justice initiatives and are applying to a school with no existing programs addressing race, power and privilege in higher education, it may be appropriate to propose a program modelled on something you’ve already done. However, you do not need to propose a new diversity-related program to write an effective diversity statement. Perhaps you envision your contribution as serving on faculty committees related to diversifying curriculum in your department or advising LGBT-student groups or research initiatives. Be honest about where you are and how you can contribute.

• Golash-Boza, T. (2016). “ The Effective Diversity Statement .” Inside Higher Ed.
• University of California: Contributions to Diversity
• Dovidio, J. F., & Gaertner, S. L. (2000). Aversive racism and selection decisions: 1989 and 1999.   Psychological Science, 11 (4), 315-319. http://dx.doi.org/10.1111/1467-9280.00262
• Schmaling, K. B., Trevino, A. Y., Lind, J. R., Blume, A. W., & Baker, D. L. (2015). Diversity statements: How faculty applicants address diversity.   Journal of Diversity in Higher Education, 8 (4), 213-224. http://dx.doi.org/10.1037/a0038549
• Moss-Racusin, C., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students.   PNAS Proceedings of the National Academy of Sciences of the United States of America, 109 (41), 16474-16479. http://dx.doi.org/10.1073/pnas.1211286109

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Essay about Diversity, Equity, and Inclusion (DEI)

By nature, strategic Human Resources is future-focused. However, an effective strategy is co-created with the present, found by unlocking what we can do today to create an engaged and empowered workforce for tomorrow. One of the most powerful things Human Resources can do to change organizations today is to maximize the full potential and value-add of every individual and team through the implementation of effective diversity, equity and inclusion policies (DEI). As an Employment specialist working with top-tier multinationals across the USA to place diverse and differently-abled employees in employment, I have seen first-hand the win-win impacts of this work. This essay will not only outline how DEI can drive change but will propose some pragmatic solutions from the field that organizations can already implement to get started today.

Diversity, inclusion, and equity are hot topics that are banging on the door of organizations, demanding to be welcomed into organizations through Human Resources (HR). While diversity and inclusion have started to be ingrained into HR initiatives, cultivating equity is now another addition to the framework. Equity addresses the fact that diverse populations experience disproportionate opportunities in the workforce and specifically focuses on overcoming imbalances in the workforce by offering additional opportunities to those who have previously had less access. To be successful, diversity, inclusion, and equity must each be lived as core values adopted by organizations.

Showing and exhibiting the importance of culture-add, rather than culture-fit, is central to this. Pragmatically, this means taking a genuine look at diverse populations of employees, using a strengths-based approach to assess their needs and the value they bring, and breaking down stereotypes and biases to see them thrive in the workplace. By uncovering and refining the core culture of a company from the top executives all the way to the frontline workers, we can find a solution that benefits both companies and their teams.

Human Resource initiatives focusing on diversity benefit companies through increasing productivity, increased profits, reduced employee turnover, and increased engagement from employees. But what makes an organization diverse? To incorporate DEI initiatives, human resource departments must know what qualities add to diversity to achieve these results. Human Resources can add diversity, promote equity, and become inclusive by looking to hire candidates who are different in regards to: socioeconomic status, gender, race, age, disability status, educational experience, religion, LGBTQ status, veteran status, parent/child caregiver, etc. By hiring candidates that can be labeled as a cultural add, rather than a cultural fit, pre-existing biases are challenged and acceptance and inclusiveness is embedded into the core of the organization's framework.

Not only is it highly attractive (and demanded) from an employer brand perspective, cases show that when diversity, equity, and inclusion thrive in organizations, companies reap the benefits in workplace culture and productivity. For example, in 2016, a global giant Ernest and Young implemented a pilot program to target diversity and hire adults with Asperger’s syndrome. While the hires did not possess strong social skills, they excelled in detail-oriented, process-driven work that was highly efficient and innovative; this directly correlated to these candidates possessing a processing/social disability. Human Resources that utilize the strengths found in diverse candidates have repeatedly demonstrated how diverse candidates are assets to organizations and the importance of inclusion and equity and further advance the future of the workplace.

However, while many businesses promote DEI initiatives, many organizations are still failing to adequately address shortcomings in diversity, equity, and inclusion in impactful ways. A survey conducted by Harvard Business Review reported that 78% of participants stated they were employed at organizations that lacked diversity. Another study reported in Deloitte, indicated that 41% of upper-level management reported that DEI initiatives are not a priority, citing the underlying reason being that they are “too busy.” When diversity, equity, and inclusion are not established as a core value voiced by leadership and are not concretely present in the workforce, the company misses out on tangible benefits. The inactions of leadership regarding DEI are impactful; without change, it is expected that the world population will not see equal employment in leadership for many generations. It also fails to maximize the incredible people resources one already has.

It is Human Resources that directly partners with the business to impact the workforce and subsequently society and future generations, therefore actions must be taken. The question lies, which actions can already be taken today to shape the future faster? To see a significant change in the future, human resources in organizations can adopt these seven game-changing procedures today:

Use inclusive language in job postings and in the job description to appeal to all candidates. Ensure HR is proactive in the following: avoid gender-coded words to prevent gender biases, cut corporate jargon as the phrases are barriers to young professionals are career changers applying to new positions, and remove unnecessary must-haves, since women are less likely to apply unless they meet 100% of the listed requirements.

Incorporate plain language in your organization to be inclusive. Communicating in plain language appeals to individuals who possess cognitive disabilities and those who are communicating outside of their first language. Within the organization, plain language reduces training time and improves efficiency and understanding of processes and regulations in the workplace.

Implement a diverse hiring team. Similarity bias is the preference we feel when we interact with someone similar to ourselves and can inhibit hiring candidates that differ from the hiring team. Combat similarity bias in hiring recruiters by hiring or including diverse individuals on hiring teams.

Audit your company’s diversity statistics and set a measurable goal to achieve. Europe has seen success in mandating gender percentages in leadership and is a forward-thinking solution to adding diversity. Companies should also research and report where are an organization's job postings are advertised at what the target audience is located to compute the applicants if you are reaching your goals

Create intentional partnerships with job placement agencies that have access to a more diverse pool of candidates. By reaching out to job placement agencies that specifically cater to an individual population, companies can reach applicants outside of an organization’s traditional scope and both agencies can be paired to

In conclusion, to future-proof themselves, maximizing current and incoming talent, and stand out as employers, organizations need to be proactively aware and take ownership of whom they are recruiting, hiring, and promoting. It takes active, pervasive effort and strong initiative from CEOs at the top to set examples and intentional effort from HR to promote DEI. However, the benefits of increased productivity, performance, engagement, and, quite frankly, respect for the senior leadership teams, are more than worth the effort.

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How To Craft a Diversity Statement for Graduate School Application

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In recent years, more and more institutions of higher education are requesting applicants to graduate programs to write a statement of diversity. A diversity statement, also sometimes referred to as a personal history statement, is used by these institutions to gauge how their future student population will contribute to their ongoing efforts to promote and maintain a culture of equity and inclusion.

Typically, diversity statements are one-page double-spaced documents that highlight how you, as a future student, will foster diversity within the community. The narrative tends to be more personal than that in a statement of purpose, with particular emphasis on cultural competence and understanding of current issues and efforts surrounding diversity, equity, and inclusion.  In composing such an essay, it might be helpful to include some of the following elements:

• Statements of values  as they relate to your understanding of historical barriers to diversity, inclusion, equity, and/or justice in higher education and your commitment towards dismantling those barriers. If you belong to a minority population, you can discuss how that experience shaped your outlook on life and your willingness to champion others who are in similar circumstances.
• Examples   of experiences  that highlight your efforts in promoting the success of underrepresented students, peers, and staff and supporting various viewpoints in the classroom, lab, campus, or community. For example, if you have taught a class, how did you ensure equitable learning in that environment? If you have volunteered in underrepresented communities, what did you learn from those interactions? Try to include at least 2-3 relevant experiences, and for any of those be sure to emphasize what you did to promote diverse perspectives.
• Relevant projects and coursework that address topics related to diversity, equity and inclusion. For example, if you have sat in on a workshop on how to address intrinsic or extrinsic bias, you could convey how you incorporated what you learned into your daily living. If you have undertaken a project for a class that touched on issues surrounding diversity, you could highlight that as well.
• Future plans  for continuing to advance inclusive excellence, diversity, or equity in your research, teaching, and service to the campus community. You can also talk about your personal growth as you continue to educate yourself on issues surrounding diversity, equity, and inclusion. Be genuine in your narrative and present yourself as a person who is willing to learn and adapt to change.

Should You Self-Disclose Elements of Your Personal Identity?

Although most people are willing to share elements of their personal background and upbringing in their actual statement, it is ok if you do not. Nevertheless, if you do identify as a member of an underrepresented group, reflecting on your personal circumstance might provide context to the values that you articulate in your statement. Additionally, be sure to focus on your own experiences and accomplishments rather than those of your family or loved ones. If you have questions and/or concerns regarding any aspect of the diversity statement, do not hesitate to reach out to your mentors or pre-grad advisors to ask for

Diversity, Inclusion, and Equity Research Paper

Introduction, a diverse, inclusive, and equitable culture in organizations, changes within the last decade, the benefits of diversity, inclusion, and equity.

More and more organizations are finally starting to understand the importance of diversity, inclusion, and equity. Creary et al. noted that more than 70% of individuals are more prone to working in organizations that are interested in promoting DEI policies (2021). Striving for a diverse, inclusive, and equitable working climate will allow the employees to be more satisfied with their job, will ensure a diverse conversation with multiple points of view, and will ensure more creativity and originality within the workforce. However, certain issues need to be addressed when it comes to applying such policies to an organization.

Since multiple organizations are eager to promote diverse, inclusive, and equitable cultures within their workplaces, it is essential to explain the definitions that describe those notions. The terms refer to workspaces that do not discriminate. According to researchers, the pandemic and mass protests against police brutality and racial inequality have influenced employers to create a more diverse and inclusive environment for each employee (Creary et al., 2021). While these terms are all related to equality, they all have different meanings. Diversity relates to a policy that aims to include a different range of people, while inclusivity refers to the act of making all those people feel included in the conversation. On the other hand, an equitable culture suggests fairness and impartiality towards all parties. A diverse, inclusive, and equitable culture in an organization suggests an open-minded team of people of different backgrounds, values, ethnicities, and cultures who can communicate and interact without fear of being misunderstood or silenced.

Lack of data is one of the difficulties that is connected to implementing a DEI culture. According to Fife et al., more research needs to be done for employers to be more efficient with their policies and strategies (2021). Studies show that around 80% of employees believe they can create diversity within their organization, while 90% think the same about inclusion and 70 % about equity (Fife et al., 2021). This means that certain individuals feel like their position does not allow them to make a decision or be involved in such policies, which is one issue when it comes to creating an inclusive and diverse workspace. However, the first step in building a diverse, inclusive, and equitable organization is having an understanding of the specific definitions and values that stay behind the terms that constitute such cultural approaches.

There has been a lot of improvement in terms of equality, inclusivity, and equity in the last years. Sherman et al. mention the importance of the BLM movement for DEI initiatives within a variety of companies and organizations (2021). Over the last decade, people have become more aware of the importance of equality, which subsequently led to the diversification of the workspace. Multiple efforts and actions that have been done over the last ten years suggest organizations moving toward inclusivity and equity.

A variety of institutions and companies promote the DEI culture by having specific training sessions and promotional programs that aim to open a conversation about employee equality. Also, more companies are now proud to mention that they are equal-opportunity employers, which is determined by analyzing the latest ads on websites that promote available vacancies. However, an issue that needs to be addressed is the lack of specific studies and research that would analyze certain strategies. Multiple employers are not fully aware of nuances and specifics that would guide them to a beneficial DEI policy. Another problem is the unwillingness of some individuals to conform to new policies. This makes it hard for an organization to switch to a more inclusive environment.

Multiple researchers and employers are willing to incorporate a DEI policy within their organizational culture because of all the benefits that come along. According to Sotto-Santiago et al., every institution has to focus on inclusivity and equity within its team (2020). This leads to a better relationship between employees, higher satisfaction for individuals that are a part of minorities, and a more creative and unique collective of workers as a whole. Having a diverse team allows the discussion to go in different directions, which means more points of view, ideas, and fields of activity. It has been noted that teams with a wide variety of people included are more prone to innovation. This is connected to the various backgrounds and experiences that employees have, which allow them to think outside the box and add a sense of originality to the company’s culture and strategies. Such individuals can create unique outcomes because of innovative visions and particular understandings of their communities.

Diversity, inclusion, and equity are three cultural values that multiple organizations are willing to include in their policies and promote among their employees. Diversity suggests providing equal opportunity for minorities, inclusion refers to making those people feel as appreciated as everybody else, and equity means fairness and objectivity towards all. Including all three as a part of organizational culture allows employees to have their needs and identities recognized and employers to see the benefits such policies bring. It has been concluded that organizations with DEI policies have a higher satisfaction rate among employees, are more creative and unique, and have a better understanding of particular communities that they can subsequently cater to. However, specific issues are linked to following DEI policies, including lack of enthusiasm for change of certain employees, unprofessionalism of employers that create new strategies, and little research on this topic.

Creary, S. J., Rothbard, N., & Scruggs, J. (2021). Evidence-based diversity, equity and inclusions practices. The Wharton School of the University of Pennsylvania.

Fife, D., Stephens, M. N., Lyons, A., & Huang, M. (2021). Leader responsibility for diversity, equity, inclusion & justice in academic libraries: An exploratory study . The Journal of Academic Librarianship , 47 (4), 102361.

Sherman, B. W., Kelly, R. K., & Payne-Foster, P. (2020). Integrating workforce health into employer diversity, equity and inclusion efforts . American Journal of Health Promotion , 35 (5), 609–612.

Sotto-Santiago, S. (2020). Black and Latinx faculty perspectives on equity, diversity, and inclusion initiatives. Journal of Best Practices in Health Professions Diversity , 13 (1), 44–55.

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With State Bans on D.E.I., Some Universities Find a Workaround: Rebranding

Welcome to the new “Office of Access and Engagement.” Schools are renaming departments and job titles to try to preserve diversity programs.

By Stephanie Saul

At the University of Tennessee, the campus D.E.I. program is now called the Division of Access and Engagement.

Louisiana State University also rebranded its diversity office after Jeff Landry, a Trump-backed Republican, was elected governor last fall. Its Division of Inclusion, Civil Rights and Title IX is now called the Division of Engagement, Civil Rights and Title IX.

And at the University of Oklahoma, the diversity office is now the Division of Access and Opportunity .

In what appears to be an effort to placate or, even head fake, opponents of diversity and equity programs, university officials are relaunching their D.E.I. offices under different names, changing the titles of officials, and rewriting requirements to eliminate words like “diversity” and “equity.” In some cases, only the words have changed.

For some universities, the opposition to diversity programs comes at a challenging time. They face an incoming student shortage, the result of declining birthrates and skepticism of the value of an expensive college degree. Others are worried about how the ban on race-conscious admissions will affect the complexion of their campuses.

In either case, many college officials feel they need D.E.I. offices to market to an increasingly diverse generation of students and the faculty who might attract them. While no two campus diversity programs are exactly alike, they often preside over a variety of functions, including operating student cultural centers, ensuring regulatory compliance and hosting racial bias workshops for students and faculty members.

Conservative critics have questioned the cost of what they call D.E.I. bureaucracies, which in some places have budgets reaching into the tens of millions of dollars, and attacked the programs for being left-wing, indoctrination factories.

In a recent webinar making the case for the continuation of D.E.I. efforts, Khalil Gibran Muhammad, a professor of history, race and public policy at the Harvard Kennedy School, said the backlash is based on “a few anecdotal examples of some terrible training module that went haywire.”

In announcing the renaming of the Louisiana State D.E.I. program, the school's president, William F. Tate IV, said that there had been no political pressure.

But he also recently told the faculty senate that “we most certainly have paid attention to the ripple effects that have happened to campuses around the country.” He vowed that the university, one of the most diverse in the Southeastern Conference, is “still committed to D.E.I.”

Todd Woodward, a university spokesman, said that the idea of “engagement,” which is now used instead of “inclusion,” has been the centerpiece of the university’s strategic plan since before Governor Landry was elected.

According to The Chronicle of Higher Education , at least 82 bills opposing D.E.I. in higher education have been filed in more than 20 states since 2023. Of those, 12 have become law, including in Idaho, Indiana, Florida and Texas.

This has led to layoffs and closures. The University of Florida recently announced that it would lay off more than a dozen diversity employees. At the University of Texas at Austin, the Multicultural Engagement Center closed. And about 60 administrators received notices that they would lose their jobs, according to the state chapters of the N.A.A.C.P. and American Association of University Professors. Some Texas campuses shut down their L.G.B.T.Q. centers.

But some schools, even in states with D.E.I. crackdowns, have reacted more moderately.

Florida State University, in Tallahassee, seems to be taking a “damage mitigation approach,” Will Hanley, a history professor at F.S.U., said in an interview.

The school has reshuffled jobs and turned the Equity, Diversity and Inclusion Office into the Office of Equal Opportunity Compliance and Engagement .

But there have been limits to how far it will go.

F.S.U. students are required to take two “diversity” courses, which include dozens of topics like Buddhist ethics, German literature and L.G.B.T.Q. history. A faculty committee recently proposed renaming the requirement “perspectives and awareness.”

The faculty senate rejected the idea. In the senate meeting, Dr. Hanley, who specializes in the Middle East, said that the new name would obfuscate the requirement’s very intent.

“In the context of attacks on D.E.I., I wondered if changing the name of this requirement gives weight to those attacks,” he said, according to minutes of the meeting.

In Georgia, David Bray, a finance professor at Kennesaw State University, sees things another way, and says that diversity officials should have been eliminated rather than given a new title. Kennesaw State announced last December that its diversity chief would now be the vice president overseeing the Division of Organizational Effectiveness, Leadership Development and Inclusive Excellence .

The move came after the state Board of Regents approved a policy change barring Georgia’s 26 public colleges from requiring applicants and employees to fill out diversity statements.

“It’s the same lipstick on the ideological pig,” said Dr. Bray, who is gay and opposes diversity programs, arguing that they promote equal outcomes rather than equal opportunity. “As soon as D.E.I. was uncovered as political left, they now reinvent the language and have morphed into the ‘sense of belonging’ crew.”

But for many administrators, name changes are often an attempt to keep the mission of diversity programs intact.

Donde Plowman, the chancellor of the University of Tennessee, Knoxville, told the faculty senate in November that the school had “not historically done well” attracting students from underrepresented groups to its campus. The percentage of Black students declined between 2020 and 2023, from 5.5 percent of total enrollment to 4.2 percent.

After a professor asked whether prospective faculty and lawmakers “looking for red meat” would be put off by the name change of the D.E.I. program, the Division of Diversity and Engagement, Dr. Plowman said, “What has happened is those words have become weaponized — they create noise and distractions away from the real work.”

Thus, the newly renamed Division of Access and Engagement.

Dr. Plowman has “consistently discussed the change to access and engagement on campus as a broadening of our mission to reach and support students, faculty and staff,” said Tisha Benton, a spokeswoman for the chancellor.

Tennessee lawmakers seemed wise to the workaround. A bill introduced in January specifically stated that no such offices should be operating “regardless of name or designation.”

The legislation had seemed destined for passage in the overwhelmingly Republican legislature. But the mood shifted during a committee meeting after members considered a letter from the Knoxville Jewish Alliance, which expressed concern that the ban would limit how the University of Tennessee reached out with support for Jewish students.

The bill was killed, unanimously, on a voice vote.

Stephanie Saul reports on colleges and universities, with a recent focus on the dramatic changes in college admissions and the debate around diversity, equity and inclusion in higher education. More about Stephanie Saul

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Communication

Inclusion, diversity, equity & accessibility (idea).

The SUNY Geneseo Department of Communication promotes Inclusion, Diversity, Equity and Accessibility (IDEA) and Antiracism. To learn more, expand the sections below.

The SUNY Geneseo Department of Communication recognizes the differences between racist, non-racist, and antiracist academic cultures and commits to growing as an antiracist department. We commit to serving as allies to individuals who have experienced prejudice, discrimination, stereotypes, and/or exclusion. We acknowledge that racism at both the individual and structural levels continues to be prevalent. We believe racism should not be ignored or condoned.

We commit to sharing the responsibility for increasing inclusivity, heightening awareness, strengthening empathy, and fostering empowerment. We believe it is our responsibility to actively contribute to an inclusive and equitable environment and to challenge discrimination and bias.

We commit to taking an intersectional approach to antiracism and we stand together against any and all forms of social oppression and injustice. We recognize that students, faculty, staff and administrators may belong to multiple social identity groups. We also recognize that racism often occurs in tandem with other systems of oppression (e.g., sexism, classism, ableism, homophobia, transphobia, among others).

We commit to celebrating our differences . We believe our differences, whether rooted in race, gender, religion, sexuality, ability, age, nationality, language and other factors, ultimately make us stronger and open our eyes to a multitude of various perspectives and experiences.

We commit to creating and fostering a departmental culture in which members are interveners and active bystanders who identify and interrupt racism in all forms.

We commit to creating mechanisms to encourage accountability to address racial and racist incidents.

We commit to providing educational resources about social awareness by integrating social injustice related topics into our curriculum and offering courses that highlight antiracism practices and IDEA (Inclusion, Diversity, Equity, and Accessibility) efforts. Courses offered during the 2020-2021 academic year include but are not limited to these 13 courses .  We share these additional educational resources to support our growth as an antiracist department.

We recognize the work that is required to grow as an antiracist department and commit to making that effort.

Faculty and staff in the Department of Communication:  Sasha Allgayer, Jonathan M. Bullinger, Karen Dickerson, Meredith Harrigan, Andrew Herman, Emi Kanemoto, Ming Lei, Noreen Mazurowski, Lee M. Pierce (s/t), and Atsushi Tajima

IDEA Student Mentors: Samantha Aya, Tessa Hodinger, Josephine Lewis, Anna Lynch

Our Mission

The purpose of the Inclusion, Diversity, Equity and Accessibility (IDEA) Committee in the Department of Communication is to aid our departmental community in fostering a safe and inclusive environment by building faculty, staff, and student relationships and encouraging open and transparent dialogues. We are committed to increasing the presence of underrepresented communities (including, but not limited to racial, ethnic, gender, sexuality, ability, nationality, class, and linguistics aspects) through the use of collaboration.

Learning: Always striving towards personal growth and a better understanding of IDEA topics and sharing the knowledge we acquire through story-telling and story-listening with the campus and departmental community

Mindfulness: Being aware of the words that we use as well as the actions we take and how they have the power to impact others' feelings and lived experiences

Communicating: Actively listening to others and communicating verbally and non-verbally to foster self-reflection, empathy, active participation, and civic engagement

Allyship: Using authentic , rather than performative, allyship to empower underrepresented communities 

The IDEA Committee consists of both faculty, (IDEA Faculty Coordinator), and students (IDEA Student Team). The students are known as IDEA Student Mentors.

Roles of IDEA Student Mentors

To mentor communication students who have passion toward IDEA topics;

To be a bridge among students, faculty, and staff in the Department of Communication;

To connect with the wider campus community about IDEA topics;

Visit our office hours Tuesdays from 4 - 5 pm and Wednesdays from 2 - 3 pm in the Blake B Conference Room 105!

2022-2023 IDEA Committee Members

IDEA Faculty Coordinator:   Meredith Harrigan, Ph.D.

IDEA Student Mentors:  Josephine Lewis, Sophia Longobardi, Anna Lynch, Jisela Turner & Alexa Victor

Excellence in Communication, Inclusion, Diversity, Equity & Accessibility Recognition

Description.

The Excellence in Communication, Inclusion, Diversity, Equity & Accessibility Recognition acknowledges communication students who have applied their gained skills and knowledge to promote antiracism efforts and diversity, equity, access, justice, and inclusion practices outside the classroom setting. All recognition nominees will write a 250-500 word essay demonstrating how the candidate meets the following three criteria through specific activities, actions, and accomplishments within the application. Be sure to include the word count at the end of your essay!  All communication majors and minors with a major/minor GPA of at least 2.5 are eligible.  

Essay Prompt

Describe a time when the candidate used their gained knowledge of communication skills and concepts to promote personal growth and advocate for inclusion, diversity, equity, and accessibility in their community. Please address the following three criteria in your essay:

1. Academic Skills & Knowledge: Name and explain specific communication concepts and skills the candidate has learned from communication courses that have helped the candidate to demonstrate/enact their commitment to inclusion, diversity, equity, and accessibility ideals.  

2. Personal Growth: Demonstrate how these communication concepts and skills the candidate have mentioned above have helped them grow and change as a person (i.e., through self-reflection, changed behavior, etc.). Please provide at least two specific examples.

3. Community Influence: Demonstrate how the communication concepts and skills the candidate has acquired and mentioned above have helped them influence their community. Please provide at least two specific examples.

Nomination Process

Peer Nomination:  Nominations can be submitted by peers (students at SUNY Geneseo). One person can make a maximum of two nominations. Recognition nominations should identify specific examples of how the nominee meets the three criteria listed above through specific activities, actions, and accomplishments.

Note For Peer Nominations: In order to create a peer nomination that will be strongly considered, please make sure to interview this person prior to writing the essay. Prompts #1 and #2 require specific information that is personal to the nominee, and which may be challenging for nominators outside of the Communication major to answer. For specific guidelines and expectations, please reference the rubric linked below. 

Self Nomination:  Self-nominations must clarify the specific knowledge and skills gained in communication courses, and then identify the specific examples of how the nominee applied said knowledge and skills to meet the three criteria shown above.

Rubric For Essay Scoring

Levels of Recognition

Each qualified nominee will receive a certificate. The top three nominees will receive an Amber, Sterling, and Russet Recognition with accompanying monetary awards.

Application for Recognition

The student Application for Excellence in Communication, Diversity, Equity, and Inclusion Recognition is  here  and will reopen February 6th, 2023!

Amber Recognition recipients from previous years are not eligible to reapply.

Application Deadline: March 6th, 2023 at 11:59 pm

Inclusion, Diversity, Equity, and Accessibility (IDEA) Experience Drop Box

Description .

The Inclusion, Diversity, Equity and Accessibility (IDEA) Committee in the Department of Communication is committed to taking action against social injustice at both an individual and structural level. While we are aware that social oppression will not disappear overnight, it can not change if we do not take the steps necessary in fostering that change and listen to the voices of those affected. We make it our responsibility to make our campus community truly committed to IDEA and antiracism, starting with us. In order to do that, we want to hear from you!

Using this form , please anonymously submit your questions or any bias-related incidents you have experienced related to diversity, equity, inclusion, or accessibility in the Department of Communication or in the greater Geneseo campus community. 

This form is open for submissions year-round.

Access antiracism and DEI resources as well as  Resources from National Communication Association .

COMN 107:  Foundations of Media Writing

COMN 160:  Introduction to Mass Communication

COMN 288:  Communication, Diversity, and Inclusion

COMN 317:  Intercultural Communication

COMN 346:  Conflict, Negotiation & Mediation

COMN 354-1:  Photography as Visual Communication

COMN 354-2:  Media Ethics

COMN 356-1:  Rhetoric & Race America 2015-present

COMN 356-2:  Media, Urban Development & Activism

COMN 356-3:  Peace Communication

COMN 362:  International Mass Communication

COMN 367:  TV News

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Meet This Year’s Champions of Diversity, Equity and Inclusion

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Champions of diversity (left to right): Chase Alston, Naira Abou-Ghali, Dean Robert Harrington, Dr. Linnie Golightly, Dr. Huber David Jaramillo Gil, Dr. Andrea Card, Dr. Rache Simmons, Dr. Stephanie Cherestal and Dr. Susana Morales.

Dr. Andrea Card , assistant professor of medicine at Weill Cornell Medicine, has always embraced diversity, equity and inclusion, starting in the 1990s when she was a medical student—long before it became a priority across the country. This year, Dr. Card received the Bruce Laine Ballard Award at Weill Cornell Medicine’s Celebration of Diversity, part of the institution’s sixth annual Diversity Week, held April 15 in Griffis Faculty Club.

She has used her skills as an internist, public health expert and mentor to reach communities, as she puts it, “regardless of what they look like,” and is faculty lead for Weill Cornell Medicine’s Pre-Medical Diversity Initiatives. Dr. Card and all the awardees reflect Weill Cornell Medicine’s commitment to diversity and inclusivity in academic medicine and were honored for their exemplary contributions through mentorship, research, clinical care, community service and advocacy.

“Community service is one of the most important foundational missions of academic medicine not just in education and research but in health care locally and globally,” said Dr. Robert A. Harrington , the Stephen and Suzanne Weiss Dean of Weill Cornell Medicine in opening remarks. “Weill Cornell Medicine is fostering a culture and environment of belonging where everyone feels their talents, expertise and diverse experiences are needed to solve the hard problems affecting our community—cancer, heart disease, infectious disease, mental illness.”

Dr. Stephanie Cherestal (center) winner of the Marie Metoyer Award with Rev. Eric Metoyer (left) and Stephen Metoyer (right).

Dr. Stephanie Cherestal , an assistant professor of psychology in clinical psychiatry and winner of the Marie Metoyer Award, was commended for her unwavering commitment to underserved communities, including asylum seekers. Her expertise in helping those coping with grief and fear led to her participation in organizing “Supportive Spaces” for staff and faculty members dealing with emotions related to the conflict in the Middle East. “During my transition in becoming faculty in the Department of Psychiatry, which coincided with the resurgence of the Black Lives Matter movement in 2020,” she says, “issues of diversity and inclusion became part of my professional role.”  

Dr. Sarah Hatfield , winner of the Louis Wade Sullivan award, is a fellow in surgery who focuses on victims of gun violence. She was celebrated for her “commitment to health care for all,” and says she realized early on “how health is intimately tied to racial, social and economic factors.”  With a special focus on trauma surgery, she is working on ways to help bystanders provide first aid for bleeding injuries in areas disproportionately affected by gun violence.

Dr. Yazmin Carrasco (left), Dr. Sarah Hatfield (center) and Dean Robert Harrington.

Naira Abou-Ghali, a graduate student in the Weill Cornell Graduate School of Medical Sciences’ Pharmacology Program and a co-president of the Muslim Students Association of Weill Cornell Medicine, was celebrated for her commitment to public service and her push to raise community awareness of social justice issues in hotspots like Sudan, Congo and the Middle East. She and Weill Cornell Medical College student Chase C. Alston both received the Sophia Scudder, M.D. Award. Chase was cited for embodying service and dedication to poorly served communities. “My guiding belief is that issues of access and equity in health care should not exist,” she said.

Dr. Li Gan , the Burton P. and Judith B. Resnick Distinguished Professor in Neurodegenerative Diseases and director of the Helen and Robert Appel Alzheimer’s Disease Research Institute at Weill Cornell Medicine, received the Jessica M. And Natan Bibliowicz Award in recognition of her scientific achievements and mentorship of female faculty. As one of her mentees said, “Dr. Gan is a role model who leads with integrity, fosters collaboration and promotes excellence.”

“This award affirms the value of our collective efforts to nurture emerging scholars and promote gender equity in academia,” Dr. Gan said. “This recognition motivates me to continue fostering an inclusive environment that supports the growth and success of all our students and faculty.”

On the administrative side, Dr. Huber David Jaramillo Gil was honored for his work as program manager in Diversity, Health Equity and Inclusion in the Department of Radiology. Among his favorite projects, he says, is a paid internship program that brings medical students from marginalized communities around the country to Weill Cornell Medicine for a month of intensive training. “We immerse them in opportunities, fill any knowledge gaps and help smooth their way to residencies,” he says.

Ritu Banga Healthcare Disparities Research Awards

The Ritu Banga Healthcare Disparities Research awards provide one-year grants for $50,000 each to investigators whose work aims to achieve health equity for people locally and globally.

This year, Dr. Puja Chebrolu , assistant professor in the Department of Medicine, received the award for studying the long-term impact of screening for gestational diabetes in minority women. Dr. Krithika Karthigeyan , postdoctoral associate in the Department of Pediatrics, received the award for her proposal to fortify breast milk with anti-cytomegalovirus (CMV) antibodies to prevent CMV infection in preterm infants.

The grantees and award winners walked off with plaques and, more importantly, a strong sense of their community’s admiration and support. The event was also a reminder of how well-knit and forward-facing that community can be, said Dr. Linnie Golightly, associate dean of diversity and inclusion at Weill Cornell Medicine.

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