Diversity in the workplace: What it means and what the data shows

The workplace diversity landscape has evolved significantly over the past several years. The terminology, corporate strategies, and employee expectations surrounding diversity have all shifted, sometimes in different directions at the same time. Some organizations have expanded their diversity programs, others have restructured or scaled them back, and the language itself has moved from "D&I" to "DEI" to "DEIB" and beyond.

This article explains what workplace diversity means today, summarizes what research shows about its effects, outlines the initiatives organizations commonly use, and presents recent data on how employees are engaging with the topic. The goal is to give employers a clear, data-grounded overview so they can determine which elements are most relevant to their business.

Key takeaways

What is diversity in the workplace?

Workplace diversity describes the presence of people with a wide range of backgrounds, identities, and experiences within an organization. These dimensions include race, ethnicity, gender, age, sexual orientation, disability, neurodiversity, socioeconomic background, religion, veteran status, and education level.

Diversity in the workplace extends beyond visible demographics. It also encompasses cognitive diversity, meaning differences in how people think, solve problems, and approach decisions. An organization can have demographic diversity and still lack diversity of thought if its culture discourages dissenting perspectives.

Over the past decade, the language around this topic has evolved. What was once called "D&I" (diversity and inclusion) expanded to "DEI" (diversity, equity, and inclusion) and more recently to "DEIB," adding belonging. Each term reflects a broadening framework for thinking about what organizations are trying to build. Glassdoor's DEI resource hub offers a deeper look at how these concepts apply to employer strategy.

What is the difference between diversity, equity, inclusion, and belonging?

These four concepts are related but distinct. Understanding the differences helps clarify what organizations are actually measuring and building toward.

Organizations approach these components differently. Some focus primarily on diversity metrics in hiring, while others invest more heavily in inclusion programs or equity-focused policy changes. The most comprehensive approaches treat all four as interconnected.

How does diversity relate to business outcomes?

Several large-scale research efforts have examined the relationship between workplace diversity and business performance. Below is a summary of what the data shows across key dimensions.

These findings come with an important caveat: Diversity alone does not automatically produce positive outcomes. The benefits documented in research are most pronounced in organizations that also invest in inclusive management practices, equitable systems, and cultures where different perspectives are genuinely welcomed. Employers can weigh this research alongside their own organizational data to determine what approach fits their context.

How do employees engage with workplace diversity information?

Employee sentiment toward DEI is complex, and it has shifted in recent years. Glassdoor data provides a window into how workers are engaging with diversity-related content.

As of February 2025, the share of Glassdoor reviews discussing DEI in positive terms has fallen to 34%.¹ That represents a notable decline from prior years.

At the same time, employee engagement with diversity information on Glassdoor has increased. Visits to employer "Diversity" profiles increased 4.8 times year over year in early 2025.¹ Community posts about DEI jumped 3.6 times over the same period, and average comments per DEI post rose from 5.3 to 16.9, a 3.2 times increase.¹

"We're seeing declining satisfaction but rising engagement. That tells us employees want more information, not less, as they evaluate employers," said Daniel Zhao, Glassdoor's chief economist, in an analysis of 2025 DEI trends.

Together, these data points present a mixed picture. Satisfaction scores are declining, but the volume of employee engagement with diversity content is rising. For employers, this data suggests that employees are actively seeking diversity information when evaluating organizations, even as their assessments of current efforts become more critical.

What are common workplace diversity initiatives?

Organizations use a range of initiatives to address diversity, equity, and inclusion. Below are some of the most widely adopted approaches.

How is the workplace diversity landscape shifting?

The DEI landscape has changed significantly since late 2024. Some companies have scaled back or restructured their diversity programs, citing legal considerations, political pressure, or changing strategic priorities. Others have reaffirmed their commitments, sometimes reframing programs under terms like "belonging," "culture," or "talent strategy."

Glassdoor's 2025 data shows that these corporate shifts have coincided with increased, not decreased, employee engagement with diversity content. The surge in DEI-related community discussions and employer diversity profile visits occurred during a period when many organizations were reassessing their approach.¹

The terminology itself continues to evolve. Some organizations have moved from "DEI" to "DEIB" to emphasize belonging. Others have folded diversity work into broader people-and-culture functions rather than maintaining standalone DEI roles. The motivations and outcomes of these changes vary by organization.

For employers, the data offers a few reference points: employees are engaging with diversity information at higher rates, their expectations appear to be rising, and the approaches organizations take vary widely. How to weigh these factors depends on each organization's priorities, workforce, and strategic goals.

Frequently asked questions about workplace diversity

How do companies measure diversity in the workplace?
Organizations typically track workforce demographics across dimensions such as race, gender, age, disability status, and veteran status. More advanced measurement includes analyzing representation at different levels of seniority, tracking promotion and retention rates by demographic group, and conducting regular pay equity audits.

What is the difference between DEI and DEIB?
DEI stands for diversity, equity, and inclusion. DEIB adds "belonging," which refers to whether employees feel psychologically safe and genuinely accepted at work. The shift to DEIB reflects growing recognition that representation and inclusive policies alone do not guarantee that people feel they belong.

Does workplace diversity affect company performance?
Multiple large-scale studies have found correlations between diversity in leadership and stronger financial performance, including McKinsey's longitudinal research spanning more than a decade. The relationship is strongest when diversity is paired with inclusive management practices rather than treated as a standalone metric.

What does an inclusive workplace look like in practice?
Inclusive workplaces tend to share several characteristics: equitable access to advancement opportunities, leaders who actively solicit and act on diverse perspectives, transparent communication about organizational decisions, and norms that allow employees to raise concerns without fear of retaliation.

How has DEI changed in recent years?
DEI has moved from a primarily compliance-driven function to a broader strategic conversation about talent, culture, and business performance. More recently, some organizations have restructured or scaled back formal DEI programs, while others have expanded them. Employee interest in employer diversity data continues to rise, even as corporate approaches vary.

Join the _Glassdoor Community_ to explore workplace conversations about diversity, culture, and more.

Methodology

¹ Data from "Conversation Starter: The state of DEI for workers" by Daniel Zhao, Glassdoor chief economist, published February 2025. Analysis is based on Glassdoor community posts and employer profile visits from January 21 through February 17, 2025, compared with the same period in 2024. Read the full analysis.

² Data from the Glassdoor 2024 Pay Equity Analysis, published December 2024. Analysis is based on full-time employee payroll data as of July 25, 2024. The study examines adjusted pay gaps controlling for job title, location, and other compensable factors. Read the full analysis.