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7 DEI Statement Examples and a Guide To Writing Your Own

6 May, 2021

Successful diversity, equity, and inclusion (DEI) initiatives boost employee engagement , spur innovation, and increase the likelihood of meeting financial goals. But before launching any initiative, writing a DEI statement aids in aligning stakeholders and serves as a declaration of your company’s commitment to DEI initiatives.

Here we’ll define what a statement is, provide DEI statement examples, and help guide you through the process of writing your own.

What is a DEI Statement?

A DEI statement outlines a company’s commitment to furthering diversity, equity, and inclusion in the workplace. While no two DEI statements will look identical, they’ll usually touch on the role of DEI in shaping company values and the overarching ways that DEI manifests itself through company actions.

What Should a DEI Statement Include?

In most cases, a DEI statement will include the following:

• A statement of the company’s mission
• An explanation of how DEI connects to said mission
• A call-out to specific underrepresented groups
• High-level examples of DEI efforts

DEI Statement Examples

To better contextualize the nature of DEI initiatives, let’s look to the statements put out by industry leaders. The following DEI statements can be found on each of these companies’ websites.

You Belong at Indeed

At Indeed, our mission is to help all people get jobs. While our backgrounds are broad and our talents are many, our best work happens when our voices are heard. Channeling our unique perspectives to make a positive impact on each other, our communities, and our world helps every Indeedian feel they #BelongAtIndeed.

Leadership’s commitment to diversity

Creating greater equity is one of the 6 company-wide priorities established by our CEO, Dara Khosrowshahi, for 2021. This means increasing demographic diversity at Uber and becoming a more actively anti-racist company and ally to the communities we serve. Every member of the Executive Leadership Team is doing their part to make this a reality, especially making sure their entire organization is behind this. Increasing diversity, equity, and inclusion is at the core of the company’s strategy, and commitment to it starts at the top.

Inclusion & Diversity

Netflix’s greatest impact is in storytelling. Stories like The Harder They Fall , Never Have I Ever , Love on the Spectrum , Yasuke , and Squid Game broaden representation, empathy and understanding. We create and connect these stories to people all around the globe – removing the barriers of language, device, ability or connectivity. Better representation on-screen starts with representation in the office. Our work has to be internal first, so it can impact what we do externally. We believe we’ll do that better if our employees come from different backgrounds, and if we create an environment of inclusion and belonging for them.

Creating an inclusive environment

We’re dedicated to hiring diverse talent and ensuring that we treat you with respect and support throughout the interview process and once you join Slack. We embrace diversity and strive to create conditions that provide everyone with an equal opportunity to thrive. We offer several programs and initiatives to foster these values.

5. United Way

Diversity, equity, & inclusion statement of principle.

We take the broadest possible view of diversity.

We value the visible and invisible qualities that make you who you are.

We welcome that every person brings a unique perspective and experience to advance our mission and progress our fight for the health, education, and financial stability of every person in every community.

We believe that each United Way community member, donor, volunteer, advocate, and employee must have equal access to solving community problems.

We strive to include diversity, equity, and inclusion practices at the center of our daily work.

We commit to using these practices for our business and our communities.

Join us in embracing diversity, equity and inclusion for every person in every community.

Our Commitment to DE&I

We know that a diverse, equitable, and inclusive company is a more innovative and successful one. Across our workforce, products, and content, we embrace diversity of background, perspective, culture, and experience, and together with our partners, we have been working to fight injustice and inequity for decades. From bringing broadband and digital skills training to underserved families; to creating opportunities for underrepresented entrepreneurs; to amplifying diverse voices; we’re committed to leveraging our unique platforms to help create positive change.

Build For Everyone

Google is committed to continuing to make diversity, equity, and inclusion part of everything we do—from how we build our products to how we build our workforce.

Google is growing to fulfill that vision. In the past few years, we’ve doubled in size—today, we have more than 100,000 employees in 170 cities spanning nearly 60 countries. Operating at this scale brings an elevated level of responsibility to everything we do—including a workforce that’s more representative of our users, and a workplace that creates a sense of belonging for everyone.

Thank you for joining us on this journey.

How to Write a DEI Statement

To begin writing your DEI statement, you’ll first want to take stock of both your company’s mission and its approach to DEI. Your DEI statement shouldn’t reiterate your values verbatim or provide a laundry list of current and past efforts, but they will help to serve as a foundation.

From there, here are the steps you should take.

Step 1: Create a headline.

While your headline could be a blunt label like [Company Name] Statement on DEI , the best headlines provide a bit more specificity.

For example, Indeed’s headline reads, You belong at Indeed . This direct address immediately welcomes the reader, regardless of background, into the Indeed workplace. It also emphasizes the notion of belonging, which alludes to the company embracing different voices.

Step 2: Write the statement.

Based on our examples, you can see that DEI statements generally range in length from 50-100 words. While the content of each statement varies, there are some common threads running through several of them.

• Commitment – Each company expresses a commitment to diversity. Google, for example, states a desire to “make diversity, equity, and inclusion part of everything we do—from how we build our products to how we build our workforce.” Notice how this addresses DEI in both internal and external senses.
• Examples – Many companies choose to touch upon how their commitments to DEI are evident through their work and policies. Netflix, for example, mentions several of its popular films and series, each representing the voices of underrepresented groups along lines of race, nationality, and disability. The key to this component is brevity. Later in the statement, you can elaborate on more specific examples of DEI efforts; however, your DEI statement should create broad strokes.
• Summary – While there are a variety of ways to conclude your DEI statement, an effective approach could be to tie DEI to your company’s values. After noting some of its DEI-related efforts, Comcast notes: we’re committed to leveraging our unique platforms to help create positive change. By stating this, Comcast, a global telecommunications company, notes that its commitment to DEI works in tandem with its overall goals of creating positive change.

Step 3: Give your DEI statement a home.

Some companies house their DEI statement under their About Us page, while others devote an entire page to diversity efforts. In most cases, the latter option will be the most effective.

On Uber’s diversity and inclusion page , you’ll find not only their DEI statement but also their annual People and Culture report, quotes from their Chief DEI officer, and links to pages that describe the ways in which Uber embraces workers from specific backgrounds.

Make Your Efforts Count

When all is said and done, creating a DEI statement can seem like a relatively simple task; however, acting on its values can prove a bit more difficult. For many companies, hiring and retaining truly diverse pools of talent can be challenging, and even the most well-crafted DEI statement will do little to help. That’s why you should consider a data-driven solution developed by experts in the field.

Included is an AI-powered DEI data analytics platform that drives diversity in recruitment and hiring outcomes. By gathering and analyzing candidate data, Included delivers full visibility to the recruitment pipeline. Want to see DEI hiring trends? Or which recruiting sources yield the most diverse candidate slates? Included will show you all that and much more.

DEI statements are a great way to outline your org’s commitment to diversity and inclusion. Included is the data-driven DEI solution that will help you act on that commitment.

Laura Close

Laura Close is co-founder and Chief Business Development Officer at Included.ai. She brings twenty years of experience in the DEI space, originating as a political campaigns & policy expert in racial, gender, and economic justice in the late 90s. Laura has spent her career locking in new structural opportunities and institutional access for historically excluded or underrepresented communities. Previously she built an award-winning global executive coaching firm with a client base spanning FAANG and unicorn startups. Her insights have been featured in MarketWatch, the Society of Human Resource Managers (SHRM), and she was named an HR tech influencer to follow in 2022.

Learn more about Included, book your demo here .

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10 Inspirational DEI Statement Examples

What Makes a DEI Statement Effective

An effective DEI statement includes several crucial components that not only express a commitment to diversity, equity, and inclusion but also set the stage for meaningful action, accountability, and innovation.

First, an effective DEI statement should contain a clear commitment to diversity. It should explicitly state that diversity is not just valued but celebrated within the organization. This commitment should extend beyond surface-level differences and acknowledge its significance in achieving organizational goals.

Second, the statement should outline clear inclusivity goals. These goals might include better representation of underrepresented groups in leadership positions, implementing inclusive hiring practices, or developing training programs to raise awareness about unconscious bias.

Third, it should incorporate concrete equity principles. A strong DEI statement should outline how the organization plans to address disparities and promote fairness in areas such as compensation, promotions, and career development.

Furthermore, transparency and specificity are crucial. Vague or generic statements may ring hollow and lack credibility. Be sure to communicate with employees about details regarding DEI initiatives, accountability metrics, and timelines.

Lastly, a DEI statement should align seamlessly with the organization’s mission and values. DEI should not be treated as a standalone initiative but rather integrated into the core fabric of the organization.

Best Practices for Writing a DEI Statement

When crafting a DEI statement, it’s crucial to follow best practices that reflect the unique culture and objectives of your organization. Here are some recommendations:

• Start with an Organizational Assessment: Before writing your DEI statement, conduct a thorough evaluation of your organization’s current DEI efforts, culture, and challenges.
• Involve Stakeholders : Gather diverse perspectives to ensure the DEI statement is comprehensive and resonates with all members of the organization.
• Be Authentic : Avoid generic or hollow cliches. Authenticity is key to credibility – don’t just say what you think people want to hear.
• Set Realistic Goals : Overly ambitious pledges that cannot be met can lead to skepticism and disappointment. Instead, set realistic goals with benchmark steps along the way.
• Concrete Action Plans : Outline specific actions your organization will take to promote diversity, equity, and inclusion, such as details on hiring practices, training programs, mentorship opportunities, and more.
• Accountability Measures : Specify how you will measure progress towards DEI goals. This can include regular reporting, surveys, or other metrics that demonstrate your commitment to accountability.
• Link to Mission and Values : Ensure that your DEI statement is in harmony with your organization’s mission and core values.
• Communicate Internally and Externally : Share your DEI statement on your website, in job postings, and during onboarding to demonstrate your commitment to potential employees, clients, and partners.
• Educational Initiatives : Highlight the importance of ongoing education and training on DEI topics within your organization.
• Regular Review and Updates : Commit to revisiting and revising your DEI statement as your organization evolves.

It’s worth noting that crafting an effective DEI statement is a complex task. To dive deeper into this topic, check out our guide on How to Write a Meaningful DEI Statement .

10 DEI Statement Examples to Learn From

1. Spotify | “Empowered to do your best work.”

“At Spotify, we welcome you with an inclusion mindset, one that prioritizes growth through listening and learning. No matter where you come from, or what’s playing in your headphones, we want to create a place where you belong.”

Why This DEI Statement Stands Out – One of our Favorite DEI Statement Examples!

Notably, the statement emphasizes the cultivation of an inclusion mission mindset. Spotify goes beyond mere diversity by actively encouraging employees to create an inclusive environment. Additionally, the statement underscores the importance of growth through “listening and learning.” This acknowledges that DEI efforts are about evolving perspectives and behaviors through continuous education, engagement, and innovation.

2. Salesforce | “Let’s build a more inclusive workplace and world.”

“At Salesforce, our commitment to driving equality and greater business value does not waver. We’re working with employees, partners, Trailblazers, and customers to move closer to equality for all.”

Why This DEI Statement Stands Out

This statement conveys Salesforce’s view of diversity and inclusion as a collective effort that involves employees, partners, customers, and the wider community. This collaborative perspective reflects a comprehensive approach to driving change beyond the confines of the organization. Furthermore, the statement’s emphasis on moving “closer to equality for all” signifies an ongoing pursuit of progress.

3. REI | “Building an Inclusive Workplace.”

“At REI, we believe the outdoors is for all. While we have worked to build a more inclusive co-op and outdoor community, the reality today is that outdoor culture and the outdoor industry are still not welcoming to or representative of all people. As one of the largest players in the outdoor industry, we recognize that to drive the change we want to see in our industry and our society, we must start from within the co-op.”

The statement begins with a powerful assertion that “the outdoors is for all,” setting the tone for inclusivity. Then, by openly admitting that the current outdoor culture and industry fall short of being welcoming and representative, REI demonstrates self-awareness and a genuine desire to improve. REI’s statement is also impactful because it speaks to a higher purpose – fostering inclusivity in outdoor culture – and aligns this purpose with internal actions, making it clear that the company isn’t just paying lip service to diversity and inclusion.

4. International Rescue Committee | “Diversity, Equality and Inclusion”

“At the IRC, our diverse clients, partners and staff have the power, voice and agency to shape programs and operations. Within the IRC, we actively work to end all forms of systemic discrimination and foster an inclusive working environment where everyone feels respected, heard, valued and supported. Our programs seek to reduce disparities in outcomes which are driven by systemic inequality.”

First, the statement underscores a profound sense of empowerment by asserting that the IRC’s diverse clients, partners, and staff possess the power, voice, and agency to shape programs and operations. This unique approach recognizes that DEI isn’t merely about representation but actively involves and is driven by those whom the organization serves. Additionally, the statement explicitly highlights the IRC’s dedication to ending all forms of systemic discrimination. By addressing systemic issues, the organization shows a holistic approach to DEI.

5. Lego Group | “Diverse and inclusive workplace”

“We believe the LEGO Group – and LEGO® play – is for everyone, no matter where you come from, what you look like or how you identify.

It’s our mission to inspire and develop the builders of tomorrow. To succeed in this mission, and help all children develop the skills that will help them fulfill their potential, we must continue to play our part in building a more inclusive and equitable world, starting with our own organization.”

Notably, the statement goes beyond internal efforts, emphasizing the company’s responsibility to contribute to a more inclusive and equitable world on a global scale. Equally important is LEGO’s acknowledgment that authentic change starts within their own organization. This aspects highlights the need for internal transformation as a precursor to external impact. By doing so, the company takes accountability for their part in making their workplace and the world a more equitable place.

6. Indeed | “The future of work is equitable and inclusive”

“Indeed is working to close the opportunity gap by reducing bias and removing barriers for hundreds of millions of job seekers worldwide.”

What makes this statement unique is its emphasis on the future. It paints a vision where work is inherently equitable and inclusive. Additionally, the statement focuses on concrete actions by highlighting Indeed’s commitment to reducing bias and removing barriers for millions of job seekers globally. This specificity is crucial, as it outlines a clear and actionable plan rather than relying on vague or aspirational language.

7. Adidas | “Diversity, Equity & Inclusion”

“We strongly believe that embedding ‘Diversity, Equity, and Inclusion’ into our culture and talent processes gives our employees a sense of belonging and gives our brand a real competitive advantage.

By creating a level playing field for everyone, every individual has an equal opportunity to achieve betterment, maximize their leadership potential and unleash high performance. By recruiting the best talent and developing our people to reflect the rich diversity of our consumers and communities, we foster a culture of inclusion where we value and leverage differences to engage our employees and connect with our consumers.”

The concept of creating a “level playing field for everyone” is a powerful notion. While giving a nod to the use of Adidas products in the sports world, it signifies a commitment to providing equal opportunities for all employees, regardless of their backgrounds, to achieve their highest potential. Furthermore, the statement emphasizes the importance of recruiting and developing talent that reflects the diversity of consumers and communities. This demonstrates a commitment to both internal and external inclusivity.

8. Mastercard | “Creating limitless possibilities for everyone”

“We are on a journey to create a workplace and world where everyone has equal access to connect their greatest passions with their fullest potential. That starts with our people and how we lead, with a sense of decency and inclusion.”

By framing their diversity and inclusion mission as a means to empower people, Mastercard presents a compelling and relatable mission that transcends simple compliance. Furthermore, the statement’s acknowledgment that creating equal access and promoting inclusivity “starts with our people” illustrates a strategic recognition that real change begins internally. By prioritizing the well-being and growth of its employees, Mastercard communicates its understanding that an inclusive workforce is essential for driving business success and societal change.

9. Estée Lauder Company | “Inclusion, Diversity, & Equity”

“The Estée Lauder Companies’ collective vision is to be the most inclusive and diverse beauty company in the world, and to be both the employer of choice for diverse talent and the brand of choice for our global consumers. We are a people first company, respecting and caring for our employees, communities and consumers. With consumers in approximately 150 countries and territories around the world, we recognize that in order to properly serve the communities in which we live and work, our workforce and products must reflect and represent this global diversity.”

First, the statement emphasizes a “people-first” approach, demonstrating a strong commitment to respecting and caring for employees, communities, and consumers. This human-centered approach is innovative as it places individuals and their well-being at the forefront. This tactic acknowledging that DEI efforts must prioritize empathy and understanding. Additionally, the recognition that their workforce and products must reflect global diversity is a showcase for the importance of aligning both the internal and external aspects of their business with DEI principles.

10. YMCA | “Our Commitment to Diversity, Equity, Inclusion and Global Engagement”

“The Y is made up of people of all ages, from all walks of life, working side-by-side to strengthen communities. Together, we strive to ensure that everyone, regardless of ability, age, cultural background, ethnicity, faith, gender, gender expression, gender identity, ideology, income, national origin, race or sexual orientation has the opportunity to reach their full potential with dignity. Our core values are caring, honesty, respect and responsibility — they guide everything we do.”

This statement succinctly conveys a powerful message about the YMCA’s commitment to fostering an inclusive community. One aspect of this is that individuals of all backgrounds have the opportunity to reach their full potential with dignity. Plus, the statement’s alignment with core values – caring, honesty, respect, and responsibility – is a unique aspect. By explicitly connecting DEI with these values, the YMCA demonstrates that diversity and inclusion are integral to its organizational culture and not just standalone initiatives.

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In summary, cultivating Diversity, Equity, and Inclusion (DEI) is greatly important in the landscape of today’s workplace. In this blog, we shared what makes a DEI statement effective and best practices for writing DEI statements. Plus, we examined ten DEI statement samples from a range of global corporations to grassroots nonprofits. Each of these DEI statements serves as a practical guide for leaders and employees alike seeking to create meaningful and lasting change within their own workplaces and communities.

For companies looking for more DEI activities, Unexpected Virtual Tours & Training is proud to offer a variety of diversity and inclusion activities! Led by knowledgable and friendly live guides, our sessions immerse participants in knowledge, fun activities, collaborative exercises, and more. Loved by teams at Google, UPS, Coca-Cola, and Salesforce, see why we have a 5-star rating on Google, with over 1,700 reviews!

Or, dive into more ways to grow your company’s DEI culture by checking out our guides on effective diversity training , virtual diversity and inclusion activities , and World Day for Cultural Diversity .

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Start » strategy, writing a diversity and inclusion statement: how to get it right.

A D&I statement is a great starting point for small businesses seeking to improve the experience of both employees and customers.

A diversity and inclusion statement demonstrates a company’s commitment to building an inclusive, varied workplace welcoming to people of all backgrounds. Much like a mission and values statement, the diversity and inclusion statement is, ideally, more than just a marketing exercise. It should guide your hiring, employee benefits, customer service and workplace culture.

CO— spoke to two diversity and inclusion experts for their tips on how to craft a statement on diversity and inclusion. Here are some tips for getting started, some mistakes to avoid and some resources to help you create a great D&I statement.

[Read more: Looking for Diversity? How to Build a More Inclusive Small Business ]

The purpose of a D&I statement

As you approach your diversity and inclusion statement, it’s important to understand what you can accomplish with this document. Tiffany Houser , an executive leadership coach, told CO— that authenticity must be at the very foundation of your statement.

“Authenticity creates a path for everyone and a direction,” said Houser. “If you just slap together buzzwords, there may not be anything to anchor into or connect with as possible. Embody [your commitment to diversity] in your culture, rather than it just being a statement. Leverage your time, energy and resources to create results.”

A clear strategy should contain what DEI means to us, why DEI matters to us (now and for the future) and how we approach DEI (now and activities planned for the future).

Julie Kratz, CEO, Next Pivot Point

Julie Kratz, CEO at Next Pivot Point , agreed: These statements must serve a larger purpose. “I call them DEI statements (diversity, equity, inclusion),” said Kratz. “Small business owners should have a DEI statement to show how they plan to represent their community and how they view equality, which is a human issue, not a political issue. It signals to potential customers, community members and employees what the business stands for and who and how it intends to serve the community.”

A great D&I statement triangulates with your company’s mission, vision and values. What do you want to say about your business, and what do you want employees and customers to know about your values?

What goes into a D&I statement?

Houser says that because each statement is authentic to the business, there’s really no template or checklist for what should go in your diversity and inclusion statement. “Connect with what your vision looks like—describe it, define it,” said Houser. “From there, the action steps will reveal themselves.”

Kratz added, “A clear strategy should contain what DEI means to us, why DEI matters to us (now and for the future) and how we approach DEI (now and activities planned for the future).”

Many small business owners find it helpful to start with a vision and build an action plan from there. Kratz suggests building a 90-day action plan, a one-year plan and a three-year plan that each include internal activities, such as training, and public-facing commitments, like volunteering or community events.

“Take a look at how diverse, equitable and inclusive your processes are as well,” recommended Houser. “This allows you to leverage your resources to create a ripple effect, rather than working through each individual in your organization. Transform the way you do business rather than just the way your people experience runs.”

Avoid these common mistakes

Kratz noted that some organizations overcomplicate their D&I statement. It doesn’t need to be longer than a page, because what matters is the action that stems from the statement.

Houser also says that some businesses make the mistake of not leveraging time, energy and resources behind the statement. She suggests implementing your vision in the following ways:

• Create an “enrollment process” as part of the vision: Ask for your employees’ buy-in and include them in crafting your D&I statement.
• Include elements of the D&I statement in hiring, onboarding and employee performance reviews.
• Revisit the statement and strategy at least once a year, if not more often, to reiterate your commitment and make sure all employees are aligned.
• Implement some KPIs to measure the statement and strategy’s success.

Houser also noted the importance of including all of your employees and asking for input as you build your D&I statement and action plan. Host company-wide town halls. Offer training on topics like communication, feedback, dispute resolution and office politics. You may even consider bringing in a coach who can help uncover unconscious bias and create neutrality, understanding and workability.

[Read more: 7 Tips for Hiring a More Diverse Workforce ]

Resources to help you get started

Ready to start working on your diversity and inclusion statement? Houser suggests checking out the work of Tidal Equality , an organization that helps business leaders learn more deeply about diversity, equality and inclusion.

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How to write a memorable diversity and inclusion statement

Find diversity statement examples and best practices — as well as some mistakes to avoid..

The diversity and inclusion statement you craft for your organization is important. It announces an organization’s commitment to creating a workplace environment where people from a variety of backgrounds are seen, heard, and valued. Because a diversity and inclusion statement is published and could be made public, it represents a formalized responsibility against which your company’s leadership will be held accountable. Rather than being just another marketing tactic, a diversity and inclusion statement lays the foundation for your DEIB strategic plan.

Ensuring that you have the right wording in your statement may convey sentiment, but without action, you run a risk. It can come off as phony or even hurt your reputation. Let’s look at what you need to know about drafting the best diversity and inclusion statement for your company and review some successful real-world diversity statement examples.

Why is a diversity and inclusion statement important?

A diversity and inclusion statement is a short piece of written copy that explains your DEIB values. This statement serves an important function internally and externally. It indicates to employees and the general public what the business stands for and how it intends to serve the community. Diversity and inclusion statements can either successfully build trust between a company and its stakeholders – or fall into performative territory .

Building trust and confidence

Your diversity and inclusion statement gives you the opportunity to put your money where your mouth is. Follow-through is crucial.

The research tells us that employees are paying attention to DEIB goals, including whether a company is going through the motions or making real progress. A recent study revealed that only 37% of employees feel their company has made true changes to improve DEIB. This, despite 97% of HR leaders saying they’ve made attempts.

The same study found that 34% of employees “don’t know” if their company is making DEIB changes at all. This is the key problem that a good diversity and inclusion statement can help solve.

Feeding expectations

The good news is that employees are hopeful. They want to trust their leaders. A Deloitte study found that 84% of employees say that their leaders who make public statements about DEIB do back up their words with actions.

Establishing a diversity and inclusion statement moves you in two directions:

• Employees will literally see (read!) a company’s stance on DEIB, and
• Employees will understand how leadership can be held accountable.

Supporting employee engagement

A diversity and inclusion statement is a public commitment that leadership makes to employees. We know that employee engagement is a pivotal element in the connection between work performance and an organization's bottom line. When company leadership follows through on commitments, employees tend to engage in their work more.

Research from Deloitte has shown that if employees don’t trust their company leadership to make good on stated commitments, their levels of engagement can decrease. Employees are more likely to hold back their best efforts.

On the other hand, when employees trust their company leadership to honor commitments, employee engagement can increase up to 20% .

Encouraging continuity

Turnover also decreases with high employee trust levels — by a staggering 87.2% . Post-pandemic, post-Great Resignation, and now in our return-to-office times , the workforce is still adapting to changing expectations about the role of work in employees’ lives. Employees want their companies to understand, share, and reflect these new values, including with commitments to DEIB.

What goes into a successful statement?

There is no single template for a good diversity and inclusion statement. Each organization needs to be unique and authentic. Think about what your company wants to say about itself. What do you want employees and customers to know?

General concepts: why, how, & what

A well-crafted diversity and inclusion statement will connect the company’s mission and values to your DEIB strategy. At the core, it should clearly state three things:

• Why DEIB is important
• How you’re making changes to improve DEIB
• What DEIB means to the company

Start with why. This is your vision. Address why DEIB is important to your company. As writer and motivational speaker, Simon Sinek famously said, “People don’t buy what you do, they buy why you do it.”

What does a perfect DEIB strategy look like in your world? Get us on board. Why does it matter in your company today? How about for the future? In our examples below, the “why” often comes out in a catchy or inspirational headline. It’s short, powerful, and provocative.

Next, talk about how your vision is being propelled. This comes directly from your DEIB strategy . How are you working towards your vision? Show data, celebrate progress, and/or state concrete goals you’ve set for the company.

Finish with what. What does DEIB mean to your company? Who are the underrepresented groups in your community, employee, or customer base? What do your employees and customers experience? Name your DEIB priorities like pay equity, increased representation of women, diverse identities in leadership, and more.

Diversity and inclusion statement must-haves

The best diversity and inclusion statements have these characteristics, as well:

• Specifics. As much as possible, name the underrepresented groups you’ve identified plus your goals and actions. State deliverables, especially in numbers or percentages.
• Data. Data drives solid business decisions. Show the data you have for determining your DEIB goals and progress. Apple (see examples below) publicly compares their company demographic data with global demographics, for instance.
• Transparency. Publish your company demographic information. Yes, that means leadership demographics, your current pay gap, and more. Put your DEIB cards on the table, even if you aren’t meeting goals yet. Transparency brings trust. Hazy claims breed suspicion.
• Resources. Put DEIB progress reports on your website for public download. If you have a DEIB strategy for the coming year, make that available too. Many companies use real employee stories and multimedia to paint a living picture.
• Accessibility. Make your DEIB statement easy to find on your website. Be sure to include it in the sitemap in your page footers. The page should be easy-to-read plain text. Make use of tasteful supporting media. Tap your content team here.

4 tips to keep it clean

Whether you’re a seasoned writer or not, here are four tips for drafting a clean diversity and inclusion statement.

• Keep it short. An ideal length is less than 100 words. Keep each sentence short and punchy. Ten words or less, but the shorter the better. Just like this.
• Use headlines. Many inspiring DEIB statements begin with a main headline of 10 words or less. It structures the page and gives the reader’s eye a place to go.
• Reading level. The average reader in the United States has a 7th to 8th grade reading level. No discombobulated vocabulary – use plain wording.
• Use positive phrases. Keep the tone positive with words like powerful, sustainable, impactful, supportive, honest, successful, and devoted. Things we all agree on.

Things to avoid in a diversity and inclusion statement

There are some mission-critical things a company should avoid when writing their diversity and inclusion statement, including:

• Buzzwords. DEIB is an ever-changing industry. Buzzwords get dated quickly and can sound phony. Instead, be clear about deliverables. Be honest about challenges. Speak to clear-cut emotions and the universal experience of belonging .
• Length. Einstein said, “If you can't explain it simply, you don't understand it well enough.” Don’t make people scroll. Don’t give them the chance to lose interest.
• Vague hopes. Use your words to engage employees in an authentic way.
• One-and-done. Revisit the statement annually. Change your data and your goals as they evolve. Keep the information up-to-date.

Diversity statement examples

Let’s take a look at six of the best diversity and inclusion statement samples from top U.S. companies. Consider where these statements end up. From press releases with leadership endorsements to hiring paperwork, keep the final impact of the messaging in mind. We rate each statement according to our best practices scorecard and give a final verdict based on strengths.

The diversity statement from Google’s about page :

"In a world where everyone belongs, anything is possible.

We’re building belonging through: a more inclusive workplace, co-creation in our products, unlocking opportunity in society."

The verdict. This diversity statement includes multimedia videos featuring employees. Visually, we see large images and a clean layout. The specific actions have click-throughs for more info with top-line stats. It’s fairly easy to find the diversity statement on the site, requiring only three clicks. The headline is inspirational, punchy, and short.

The diversity statement from Salesforce’s equality page :

"Let's build a more inclusive workplace and world.

At Salesforce, our commitment to driving equality and greater business value does not waver. We're working with employees, partners, Trailblazers, and customers to move closer to equality for all.

Track our progress.

We are proud of the progress we've made and we are continuing to push forward. Here's an interactive look at where we stand:

We made commitments. We're making a difference.

We are committed to driving equality for all of our stakeholders — employees, customers, partners, and society at large. See how we're advancing these goals."

The verdict. There’s plenty of data backing up the second (“Track our progress”) and third sections (“We’ve made commitments”). This use of concrete and transparent information is powerful. There is a strong use of different forms of media, including video. Public reports are included for download. And it’s all just three clicks from the home page.

The diversity statement from Comcast’s DEI page :

"Our Commitment to DE&I

We know that a diverse, equitable, and inclusive company is a more innovative and successful one. Across our workforce, products, and content, we embrace diversity of background, perspective, culture, and experience, and together with our partners, we are working to fight injustice and inequity against any race, ethnicity, gender or sexual identity, disability, or veteran status."

The verdict. There are specific actions about employees, digital equity, media, awareness & education, and small businesses. These unique targets reflect uniqueness and authenticity in Comcast’s statement. There are notable sections focusing on diverse leadership, community, and stories of impact. The headlines are a little basic, and the wording is nearly skewing a bit long, but it does the job.

The diversity statement from Apple’s Inclusion & Diversity page :

"How we come together is how we change the world.

We’re continuing to build a culture where everybody belongs. That’s what sparks our innovation. And our progress toward a more inclusive workforce and a better world."

This statement is followed by four top-line stats about progress and a series of punchy headlines that connect to employee stories. Headlines such as: “Leadership matters. For this generation and the next.” Or “Progress takes listening. And action.”

The verdict. The main headline is fantastic. The data and visualizations on this page are excellent. The data includes global demographics compared with Apple employee demographics, and there’s a good use of employee stories as well. The page is a little hard to find in the sitemap.

The diversity statement from Walmart’s Culture, Diversity, Equity, and Inclusion page :

"Belonging Begins with Us

We have a vision of a workplace culture at Walmart and Sam’s Club where everyone is included – one where associates with unique identities, styles, experiences, abilities and perspectives are understood, supported and championed by their leaders. Our commitment is to continually create this kind of culture through intentional actions that reflect our values of Respect, Integrity, Service and Excellence in order to ensure that our associates feel like they belong. We believe that belonging is a catalyst to empower our diverse workforce to reach their potential every day and to engage associates in our shared purpose of saving people money so they can live better."

The verdict. It’s easy to find in just two clicks from the main page. It includes public reports and clear sections on how they are focusing on DEIB (people, products, philanthropy, progress). There could be more variety in the forms of media. The statement skews on the long side. Data is present on the page, but more specific data about each of their targets would make for a more convincing statement.

The diversity statement from Ford’s Diversity, Equity, and Inclusion page :

"Diversity, Equity & Inclusion

Ford invites us to bring our whole selves – all of our passion, inspiration, integrity and uniqueness – into the office each day.

OUR DEI NORTH STAR

For more than a century, Ford has been a pioneer in providing opportunity to people regardless of race, gender, ability, sexual orientation and background. We view this less with pride than the sober realization that we must go further to create a company where our differences are truly valued and every team member can bring their whole selves to work. Creating a culture of belonging isn’t just the right thing to do, it’s also the smart thing. Diversity breeds innovation and the companies that attract the most talented and diverse workforce will succeed in our rapidly changing world.

We are family.

We celebrate our differences.

We all belong."

The verdict. The page is easy to find in two clicks, has a good use of multimedia, and clearly states strategic priorities. Headlines are used to structure the statement, but are not as inspiring as others. The statement has the why, how, and what, but it skews long. No annual report or downloadable resources are readily available, and the page could have more visualizations.

Inspire trust with a diversity and inclusion statement

Diversity and inclusion statements are an opportunity to inspire trust and confidence in employees, customers, and the community. Employees want to be their authentic selves at work. They want company leadership to align with these values. A short, inspirational diversity statement that is backed by clear goals and data can help demonstrate that your company is making impactful DEIB change.

Find more DEIB tools, templates, resources, and advice in the DEIB Business Suite .

16 thought-provoking questions about diversity and inclusion, free diversity & inclusion training materials for 2024 deib initiatives, 8 best diversity conferences to attend in 2024.

• Google News

How to write a Diversity Statement & Samples

What is a diversity statement in higher education.

• When do you need a diversity statement?

How to write a good Diversity Statement?

Diversity statement writing tips, how long should a diversity statement be, how to write a diversity statement if you are white, adapting your diversity statement to job application.

There are two types of diversity statements that are regularly used, and they are very different in terms of who is writing it, and how it is being used.

The first type of diversity statement is in relation to different types of applications in the higher education context; while the second type of Diversity Statement is in relation to the type of “diversity position” an organization position herself in the context of equity, diversity, and inclusion .

In this article, we are focusing on the first type of diversity statement which is related to the higher education sector .

Creating a diverse environment is not a top-down process, it is an environment that is co-created by the people who participate in it. In an academic environment, the people are the students, faculties, staff, senior administrators, and also the principal. In order to hire or add new members to the community, the institution typically prefers to hire or recruit new members who appreciate diversity and inclusion. A diversity statement is a form of an artifact that allows the new member to express their view on diversity.

The most common situation that you need to write a diversity statement includes:

Undergraduate and Graduate admissions Diversity Statement

Top tier schools have more student applicants than they need, so they get to be picky and select only the ones that fit their target student profile. Diversity and Inclusion views of the student have become an important factor to gauge the quality of students, such as in Law school.

Fellowship, Grants, and Awards Diversity Statement

When a graduate student wants to apply for a fellowship, it is common that a diversity statement is required as part of the application package. A fellowship provides financial support to graduate students to pursue graduate studies without associated teaching or research responsibilities (as they are in a teaching or research assistantship). Fellowships are generally merit-based  internal or external awards to support a student in a full-time course of study. 

Similarly, a diversity statement is often required for a grant application. Grants are need-based awards that do not need to be repaid as long as the student maintains eligibility. For certain funds, disbursement is dependent on enrollment status. Grants tend to be need-based and are available to students based on criteria such as family income. Federal and state government are the primary sources of grants, The Pell Grant is a well-known federal grant program. State-funded grants ordinarily go to students pursuing an education in that state.

Postdoctoral and Faculty Position Job Application Diversity Statement

Faculty job postings are increasingly asking for diversity statements, in addition to research and teaching statements. Diversity statements have become an integral part of the materials submitted as part of an application for employment. They are just as important as the resume, cover letter and writing sample. A diversity statement is a personal essay that is a depiction of your past experiences and explains how these experiences have contributed to your personal and professional growth. It allows the applicant the opportunity to explain to a search committee the distinct qualities and commitment s/he can bring to the table.

Promotion to Tenure position with a diversity statement

It has become more popular to list a diversity statement as a requirement for tenure promotion in higher education.  A  tenured  post is an indefinite academic appointment that can be terminated only for cause or under extraordinary circumstances , such as financial exigency or program discontinuation. Tenure is a means of defending the principle of academic freedom, which holds that it is beneficial for the society in the long run if scholars are free to hold and examine a variety of views . A tenure assignment is an important process because it can seldom be reversed once assigned, knowing the point of view of a tenure candidate is becoming an important factor in tenure assignments.

You can write a diversity statement using a systematic approach.

• Research on the requirement
• Know your values
• Describe your experience
• Detail your future plan
• Draft, Revise, Revise, and Revise

Define your views on Diversity and Inclusion

When you write your diversity statement, you are to write what you believe. You shouldn’t write something that you don’t believe and otherwise, you are making a false statement or making a false representation of yourself. There are some questions that can help you to start.

• What do equity, diversity, and inclusion mean to you ?
• What quality of your personal experience inform your academia experience y?
• Why do you think diversity and inclusion are important and the benefits of diversity ?
• Why is diversity important to you or the classes you teach?
• in your new role of student, faculty, professor, how do you think you can help with diversity and inclusion
• Describe your values regarding diversity, inclusion, and equity in your professional life ?
• Why do you think DEI is important in Higher ed? How about in your domain?
• How do you work to ensure your classes are inclusive and welcoming to all students?
• Do you belong to any types of diversity ?
• Do you do any service or work with diverse or underrepresented populations? If so, what?
• Did you have any challenges with your gender identities ?
• Does your research connect to diversity efforts or our understanding of diverse populations? If so, how?
• Are you personally diverse in any way that might be relevant to your work? For example, were you a first-generation student, or were you a woman in STEM who aims to expands opportunities for these populations?
• What would you like to do in future departments related to diversity and equity?

After you have a good idea of how you define diversity and what diversity means to you, you can start by writing them down.

Another way to learn more about diversity is to learn what are the trending news in diversity in the workplace . You can learn the latest development of diversity and inclusion in different sectors or in the corporate world.

Describe your Diversity experience

After you draft out your beliefs and your point of views, now is your time to describe your personal experience about diversity. You can write about initiatives or actions that you have taken to promote diversity and inclusion. If you are part of a diverse group, talk about your experience and how it has impacted you.

If you have participated in any social or professional groups that promote diversity and inclusion, write about why you have decided to join such a group and the impact it has on you, and on the community.

Describe your future plan around Diversity and Inclusion

Write, review, and revise your diversity statement.

Draft, review, revise, having someone to proofread for you. I think you know what I mean.

Here are some tips on writing a diversity statement in academic or job application purposes.

Use Concrete Examples in Diversity Statements

Use actual, real examples in your life. Whether it is a mistake you realize you have made before, or you are a victim of discriminations. Tell your story with examples that the reader may be able to relate to.

Tell your own Story

Be sure you are telling your story, not generically as a group or just things you think the readers want to hear. Speak as yourself and tell your own story why you believe diversity and inclusion are important in your expected role, and how it can impact the institution or future team if diversity. If you don’t have tons of experience, then say it that you look forward to the opportunities to learn more. You don’t need to know everything, but it is an opportunity to be open-minded.

Don’t limit to your future role, think about Outreach

When you talk about your future plan to promote diversity, think about outreach, rather than reactive plans only. An example could be (if time permits), you want to join and participate in future diversity and inclusion initiatives in the new workplace. Or, how on your own, promote awareness of diversity.

Do Not Contradict yourself

Well, yes and do not contradict yourself. It is important to be admitted or get a new job, but be sure that you are telling the truth and it is really what you believe in, or what you have experienced personally.

Have a strong commitment with your diversity statement

First, check if there is a requirement of length to the diversity statement. Some applications require more serious thoughts and answers, and they need 2-3 pages to know you.

In general, I would recommend anything between 100-150 words would be enough to share your belief, experience, and future plan about diversity. It is an important topic, but a lot can be said within 150 words or 3 paragraphs.

A white person can experience diversity or even discrimination as well. Diversity doesn’t limit to a racial diversity only, it could be gender, age, and disability. You can think of the perspectives that you have experienced diversity discrimination or any other experience that you have witnessed diversity discrimination.

It is more important to show your awareness of the needs and impact of having a diverse environment and your beliefs or values on how to improve the situation.

In addition, a white person can be a champion or a leader in diversity and inclusion as well. In many cases, there are advantages in doing so.

It is not yet a popular ask for diversity statements in a job application , however, it is never a bad thing to summarize and put it on your application or resume to reflect who you are. Companies value team working and they embrace diversity in culture, work habits, age, skills, and gender. Knowing that you are ready and have experience with a diverse working environment is going to be a plus for your job application. Why not right?

What is a Diversity Statement?

The first type of diversity statement is in relation to different types of applications in the higher education context; while the second type of Diversity Statement is in relation to the type of “diversity position ” an organization position herself in the context of equity, diversity, and inclusion. more on How to write a diversity statement?

How to Write a Diversity Statement if You Are White?

A white person can experience diversity or even discrimination as well. Diversity doesn’t limit to a racial diversity only, it could be gender, age, and disability. More on this at Writing a Diversity Statement

There is not hard answer to the question. First, you should follow the requirement guidelines. Some institution may need 250 words, while some may need a 5 page essay.

More importantly, is the content. You should try the best to communicate the what, how, and your ideas to make diversity and inclusion a part of your focus in future work. Read more at How to write a great diversity statement ?

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Creating a Diversity and Inclusion Statement for Your Business (With FREE Workbook)

TriNet Team

If your business doesn't already have a diversity and inclusion statement for your business, you should. Like mission and vision statements, a D&I statement provides a guiding principle for your business to aspire to. When you define your commitment to diversity and inclusion, it directs the company to achieve. Every decision you make, from the smallest choices to the largest strategic plan, should support your overall mission and your D&I commitment. Without a solid statement of values, it may be challenging to achieve your mission from here.

What is a D&I statement?

Diversity and inclusion statements can be short and sweet or long and in-depth. They translate your values and demonstrate your pledge to an inclusive and varied workplace. Your D&I statement shouldn’t be just a section on your website (although it should be prominently displayed there), or a subheading in your annual report. It should be core to the direction of the organization. Creating a D&I statement begins with examining your values. What do you want to say about your business? What do you want your employees and customers to know about your commitment? Translate these values into a simple statement — one that’s easy to read and interpret. Some organizations separate their diversity statement from their inclusion statement. Others combine both in a single overarching communication. Determine what works best for your organization and draft the statement with your own words and commitment.

Your D&I statement shouldn’t be just a section on your website (although it should be prominently displayed there), or a subheading in your annual report. It should be core to the direction of the organization.

Capture their attention

Start with a compelling headline. A brief headline that sums up your commitment can be followed by a subheading and a small amount of text. Most D&I statements are 75 words or less. You’ll want to discuss your values and briefly outline the steps you take to achieve those in your statement. Your headline should reflect the values of your organization. If your company is more formal, you’ll want to use something like, “Our commitment to diversity and inclusion.” If you’re looking to be a bit more creative,

“Equally Different” or “You Are Welcome Here” might work well. Some of the most powerful statements start with a headline that’s short and to the point then adds a subheading. At T-Mobile a longer description follows the headline and subheading: “Uniqueness is powerful. Be yourself. We like it that way. ” Apple begins their inclusion statement with “Different together.”  TriNet starts with “At TriNet we are leveling the playing field — for everyone. No matter who you are, where you’re from, how you think, or who you love. We believe you should be you." These short introductions set the foundation for what you want employees and customers to know about your organization. Make sure to reflect the values you hold and demonstrate them on a daily basis.

Build on the theme

The text of your statement should outline your goals and the steps you take to achieve them. If your team is as varied as your products or services, make sure to include that in your statement. If you’re a global organization, include your reach around the world. Many companies include their commitment isn’t just words on paper, it’s everyone’s pride and responsibility. At Deloitte, their statement outlines “…each of us contributes to inclusion — we all have a role to play.” This illustrates inclusion is everyone’s job: employees are expected to be a positive force in a welcoming and inclusive work environment.

Set the tone for a statement that values inclusion and differences, and seeks out opportunities for growth.

Use positive language that offers a sense purpose in your statement. Use words like “welcoming," "celebrate," "innovation," "equity," "promote," "individuality” etc. Set the tone for a statement that values inclusion and differences, and seeks out opportunities for growth.

Cite specific actions your company uses to build and promote diversity and inclusion. Equity data, information on outreach efforts and initiatives, and more can illustrate your business walks the talk when it comes to D&I. Many companies complete their statement(s) with a call to action for customers and potential candidates, including “If you share our values, you belong here.”

Where to post your diversity and inclusion statements

Once you’ve created your diversity and/or inclusion statement, you’ll want to prominently display it throughout your organization — physically and virtually. Your website should have a link to the full statement either in your “About Us” section or as a stand-alone link. When searchers look for your company online, your D&I statement should pop up, as well. Make sure the page itself is searchable when you add it to your sites. Social media pages should also include your statement or the headline with a link. You’ll want the information to be easily accessible to readers: don’t bury it, place it with pride.

Glassdoor found almost 70% of job seekers consider a diverse workplace an important factor when considering employment.

Every job posting and job description you place should include your commitment at the end of the post. Candidates want to work for an organization that mirrors their values and beliefs. Glassdoor found almost 70% of job seekers consider a diverse workplace an important factor when considering employment. Your job postings should, at the very least, include your headline and/or subheading with a link to a full diversity and inclusion statement on your website.

Add your D&I statement to your company and individual worker’s email signatures. Again, if the statement is short, include it in its entirety. If longer, include the headline and a link that tells the reader how to learn more about your commitment to a diverse and inclusive workplace. Don’t just relegate your commitment to communications. Prominently display the statement in your physical space, as well. The reminder to employees and customers illustrates that you walk the talk.

Make it a team effort

Your small business may revolve around complex engineering or serving the public: writing a compelling D&I statement may not be your wheelhouse. No worries. If you can, ask members of your staff to help brainstorm the statement or look to online resources for things you should or could include. Staff members, particularly those at the front lines, are well aware of the strength of diversity. They know your customers come in an endless variety, and they know how to provide each with the best possible service. These workers have a front-row perspective of diversity, and can help you formulate a statement that outlines your values — values that speak to them and your customer base.

Put the statement into action

Once you’ve created your D&I statement, make sure to turn it into actionable steps in the workplace:

• Look to data to establish baseline metrics on where you’re doing well, and where you need to put in more effort
• Create a communication plan that informs all employees of your statement and the role we all play in helping achieve goals
• Train management staff to incorporate the principles into everything they and their staff members do

A D&I statement is just the beginning. It’s a stepping off point to create a workplace that celebrates and benefits from differences.

Use it as your lighthouse

For many companies, the mission statement is a guidepost: how do the things we do,  no matter how small or mundane, help us achieve our mission? The same should be said for your D&I statement. How are our choices furthering efforts to create a diverse and welcoming workplace and environment for our customers? If the choices you make aren’t furthering the cause, they might need more scrutiny. If they are, you’re on the path to a business that welcomes differences and embraces them.

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Examples of Successful Diversity Statements

We've been asked for examples of diversity statements many times; below are several great ones. It is important to note that diversity statements are truly optional, and not everyone should write one. Contrary to what you may have heard, it is not a missed opportunity to write more about yourself. In fact, we wrote a blog a few years ago on when you should write a diversity statement . We hope these examples are helpful!

Living in the bubble of suburban [City], my family was treated like a blemish on its pristine surface. A house with a black father and white mother, along with a handful of mixed kids, easily stood out in our predominantly white neighborhood. Though some families talked about us, and never to us, my father always reinforced the importance of our lineage and helped immerse me in our culture.

Our family comes from a small village in upper Egypt; its proximity to Sudan and prevalence of Nubian lifestyles created a melting pot of cultures that encapsulates my identity as a first-generation Muslim African American. Although kids made fun of my skin tone and practices, my father taught me to be proud to emphasize the African in being African American. My peers’ derogatory comments and terrorist jokes were so common I became desensitized to the insults. And though I spoke out against their hateful rhetoric, my words seemed only to bounce off the Kevlar vest that is ignorance. It wasn’t until years later, while working on an election campaign, that I found the solution.

A state representative had asked me to stand a few feet farther from the door than the typical distance of my white coworkers while canvassing door-to-door because my dark skin could scare off potential voters. In that moment, she treated me not like the seasoned campaign veteran I was, or even as a person, but as a liability. I pulled the campaign manager aside and talked to him about the representative’s crass comments; from that day forward I helped to advise the campaign on diversity and inclusion issues. Learning about these topics allowed our staff to understand the issues facing underrepresented members of the community, and thus allowed us to better represent the entire district.

That experience taught me the power of education in changing people’s perceptions and led me to use my positions as a platform for diversity issues. As a debater, I promoted racial and ethnic understanding in round by reading from Afro-pessimism or Afrocentricity to broaden my opponent’s perspective. While chief justice of the Student Government Supreme Court, I worked with the student president to create a proposal for a mandatory diversity and equity class that would later be presented to the Faculty Senate.

I am proud of my African background and black ancestry as it has given me the opportunity to shape the outlook of people I meet. Skin tone and religion do not justify malicious behavior, which is why I strive to educate as many people as possible to create a world more accepting of all identities.

I was raised by a single mother, but my home was filled with family. My mother, sister, and I shared a room with two twin-size beds. My aunts, uncles, five cousins, and grandparents shared the two remaining bedrooms. In total, there were thirteen people sharing a three-bedroom, one-bathroom home. For the children, the nonstop playtime and carefree memories mitigated the obstacles that came with our socioeconomic insufficiency. For me, our tight-knit family and living situation made it much easier to overcome the absence of my father.

My father represented many of the negative stereotypes that Mexican Americans and Mexican immigrants have to combat. He immigrated to the United States as a young adult and fell into a life of criminal activity during our city’s booming methamphetamine trade. His choices had an adverse impact on not only my family, but also our community at large. I was somewhat sheltered from learning too much about my father, but I knew enough to feel burdened with shame. In fact, that feeling was so strong that I became fixated on the goal of creating a life opposite to that which my father had built.

Pursuing a brighter future did not come without obstacles in my neighborhood and family. Rejecting the criminal element in our community required a deliberate choice to exclude myself from the majority and often made me feel left out. Many of my peers criticized me and called me stuck up or “white washed” because of the choices I made. My family fully supported my goals, but their own education levels and unfamiliarity with the college admission process restricted the amount of guidance they were able to provide. Counselors at my high school were overloaded by high dropout rates and unable to focus on college bound students. It was the small acts of support and encouragement that ultimately got me to overcome my inhibitions and fears of the unknown and pursue a bachelor’s degree: a friend who told me what the SAT was, a teacher who explained the FAFSA and college deadlines. These processes seem basic to some, but can be overwhelming to a first-generation student to the point where it becomes easier to put it off or quit altogether.

I did not spend my entire youth in that overcrowded yet comforting home. Eventually, my mother remarried and we were able to move out of my grandparents’ house. But I still know what its like to feel insecure about where you come from and what you lack—it is something I will carry with me throughout my life and career. My education and career goals have been shaped by my background, and I will continue to aim high despite the challenges that may come my way.

For as long as I can remember, I outwardly portrayed myself as a calm and controlled individual. It is a true reflection of my demeanor, but it is the complete opposite of what I have lived throughout my childhood and adolescence. When I was in fourth grade, my father admitted to me that he was addicted to crack. At the time I did not understand what crack addiction meant, but I was educated by his actions soon enough. Shortly after this confession, the family structure I knew and loved began to collapse. In addition to my family’s dissolution, the neighborhood we lived in is not a place where success stories are born or a location people would visit without important cause. My neighborhood could be described as a breeding ground for gangs, drugs, violence, and anarchy. One of the few bright spots of growing up in my neighborhood is the chemistry children had with one another by having similar troubles at home. It was not uncommon for my neighborhood friends to have a drug abusing parent, a single parent household, alcoholic parents, or experience domestic violence. Even though my father’s addiction clouded his judgment, both he and my mother always warned me about the dangers of our neighborhood. I was not allowed to cross the street without their supervision due to gang members on the corner selling drugs, and playing outside at night was dangerous due to occasional shootings. Growing up in a neighborhood like mine was a double edged sword; it was dangerous, but our common struggles made it easy to relate to one another.

Living with a drug addicted parent was full of uncertainty and confusion. There were many break-ins, but I always had a strange feeling about these break-ins because although valuables were stolen, certain sentimental items of value would remain untouched. I did not learn until much later in life that my father was the one stealing from us. Eventually my mother left my father and moved out in the beginning of my seventh grade year. My sister and I stayed with our father.

In winter the heating bills went unpaid and the temperature in the house would drop to the low forties. My sister and I would walk to the local laundromat at night and warm our blankets and pillows in the dryer in order to have heat through the night. Money for food was scarce, and my sister and I became accustomed to eating breakfast, lunch, and dinner out of vending machines on a budget of six dollars a day. Although this experience was mentally and physically damaging, it served as motivation for me to strive for a better life and made me never want to regress to that standard of living.

After about a year of living with my father, I began my eighth grade year at my mom’s new home in a different neighborhood. I was separated from my childhood friends for that year, but we reunited the next year as freshmen in high school. Things had changed in that year: the friends that I grew up with became the gang members that my parents warned me about as a child. Out of all of my childhood friends, I was the only one to go on to college, let alone finish high school. The toughest part of my transition to my mother’s new home was this shift away from my childhood friends. Living with the feeling of turning my back on them by cutting off communication with them during high school was an isolating experience. If teachers saw me with them, I would be categorized as a gang member, or worse, if other gang members noticed then they would try to attack me because they thought I was a rival. I tried to explain this to my friends but they could not understand and eventually the friendships grew cold.

During the end of my ninth grade year, I was still adjusting to my new life. Although I no longer physically lived in that neighborhood, I still felt like I was alone and was stuck in the same position. My closest friends, the ones I could relate to, were all on a downward spiral in life; at the same time, I could not relate to the students in my honors courses. Many were discussing vacation trips, showing off new clothes or getting a new car for their birthday when getting their driving permit. While some of my classmates were planning on taking family vacations to Disneyland, I was planning to visit my father who had been recently arrested and was serving jail time for robbery. Instead of having memories of helping my parents wash their car in the front yard or riding a bicycle on the sidewalk as a child, I remember seeing people get shot and killed in my neighborhood or seeing a pregnant woman smoking crack.

Sophomore year of high school proved to be the lowest and most humbling part of my life. I remember vividly the moment I found out that I lost my first two friends to gang violence. “V is dead and J is arrested.” Those words made my heart race as I learned J killed V over a drug deal. At the funeral I approached V’s mother and offered my condolences. In a traumatized voice, she whispered to me, “I wished you could have taken V away with you and saved my son.” I can still hear her voice today speaking those words, and the chills still make my bones shiver.

There was a lot of guilt in the weeks that followed; I felt like there was more I could have done to steer them in the right direction. I began to replay my childhood and explore my life direction and I decided a change was needed. All of my experiences up until that point started to serve as an inspiration to become better than where I started and continue to build myself into a stronger person. My natural disposition allows me to see the positive things in every situation, and I realize that no matter how dire the situation seems, it could be worse. Many people say that phrase not knowing what that worse actually is. But I know. Opportunities that have come my way are very much appreciated, and I intend to make the most of them. Knowing where I once was, I am confident in my accomplishments and hopeful for future generations as I start a new trend in my family and build a strong foundation. My childhood is not a weight that drags me down; instead it has become the strength to push through adversity when challenges arise.

My life was supposed to be simple. I wanted to make my parents happy, to give us the future they desired. Winning Quran memorization competitions, fasting, and praying daily: my religious beliefs guided me throughout my childhood. After the September 11th attacks festered resentment for Muslims across the nation, I faced religiously charged backlash in my public school; as a result, I transferred to an Islamic school where I hoped to blend in better. It was clear, though, that another difference would soon set me apart.

My new classmates were quick to point out my effeminate mannerisms that unintentionally flowed from the flicks of my wrist. I, following my natural inclinations, also didn’t consider the implications of knitting in lieu of building toy airplanes. As my sexuality blossomed and the homophobic rhetoric harshened, I wrestled with conflicting feelings of living authentically and living without fear. I questioned whether my religious beliefs could sustain what I knew to be true about myself. I couldn’t see a way through to safe ground.

As a result, comforted by its familiarity, I resigned to the security of the proverbial closet. Clothing myself with a wardrobe of feeble masculinity, I prayed my actions would become my sexuality. By denying my identity, I rejected a part of myself for the sake of my parents. In my head, I was a martyr, bravely sacrificing for the greater good of my family. In my heart, I was a heretic, terrified to openly challenge my religious dogma and familial values.

Over time, though, the need to live genuinely became too great to deny. Sitting in a mosque attending a traditional Pakistani wedding, my own future telescoped before me. As I observed the beaming couple, I realized I would one day face a similar choice. How could I look into the eyes of a woman and speak of love as if I felt it between us? Dejected, I finally understood that what some call the closet felt more like a coffin. What once felt familiar was now incompatible.

Professing my queer identity to my parents swelled our home with such a rage that our relationship fragmented in an instant. They believed homosexuality was incompatible with Islam, and reparative therapy was the only cure for my dis-orientation. They kicked me out of the house and, with no place to stay, I happened to find a Buddhist abbey with a room to rent.

My struggle to reconcile religion and sexuality had left me ambivalent towards religious practice. So, initially, the abbey was only a place to sleep: a momentary reprieve from school and three jobs. Yet, the ringing bells and chanting monks, which now replaced my alarm clock, slowly tugged on my inquisitive nature.

Using my experience as a guide, I studied Buddhism from a neutral lens. As I began to explore the subtle boundaries of cultural practice and religious dogma, I recognized how unadulterated doctrine is assimilated into deeper cultural undertones. Just as some pervert scriptures of the Quran to promote acts of terrorism, others craft its teachings to legitimize homosexual prejudice. My spiritual introspection has galvanized my Islamic understanding: I am a Queer Muslim. I reclaim my faith with a broader interpretation of the Quran – one that advocates inclusion. Through self-reflection, analysis, and contemplation, the fabric of my identity evolves.

In America, the Queer community continues to face prejudice. Yet, in Pakistani society we struggle with blatant persecution. In coming out to my mother, I remember the disgust emanating from her curled lips and grimace. At the time, I took it as a clear sign: believing in Islam had failed me. Today, I am able to use this foreboding memory to fuel new purpose in my advocacy work. My parents still struggle with my coming out, but by shifting the paradigm from myself to empowering my Queer Muslim community, I hope to serve others who endure a similar experience.

As a child, I never found it odd that my parents were immigrants, spoke English with heavy accents, and were only minimally educated. My mother arrived in the United States from the Dominican Republic at a young age, and although she was unfamiliar with the language, she made a fervent effort to forge a new and better life for herself. My father arrived to the U.S., from Ghana, under similar pretenses and worked hard to take advantage of the plethora of opportunities he found here. With their heavily accented English and menial jobs, my parents fostered an environment of love and support that allowed me to construct an identity that truly reflects the social, economic, and ethnic histories that have formed me. Because they were new to the area and struggling financially, my parents decided to settle in the most affordable area they could find, the South Bronx. The South Bronx is everything the media portrays it to be; dangerous, destitute and adverse. Nevertheless, it is still home, and as much as I have resisted it, growing up in the South Bronx has also had an undeniable impact on me.

As a college freshman, the many layers of my diversity unfolded in an inharmonious manner. It took me some time to integrate my experiences as a first-generation Latino and African American and a South Bronx native. I did not find many other students who shared my background when I began my undergraduate studies at the College of the Holy Cross. Along with standing out as one of the few persons of color, I also was an outlier socioeconomically. I soon began to feel inferior about my life and background. I avoided conversations that involved my home life and began wishing for another. I longed for affluent, American parents with professional careers. I desired the lavish home in the serene neighborhood or the summerhouse in Martha's Vineyard; I wanted to live the lives of the other Holy Cross students. Soon these longings festered into embarrassment towards my parents. I silently accused them of being lazy, choosing to be uneducated and thus forcing us to live in the South Bronx. I essentially blamed them for making me different in every possible sense.

Over time, I began to grasp that although I had a different racial and socioeconomic background than the majority of my classmates, these differences were not negative or adverse. My distinct experiences allowed me to stand out from many other students at my college; these experiences became sources of pride and strength. My background brought a fresh voice to the classroom setting, something that my professors greatly valued. As I fostered my perspective, I learned to develop and utilize this voice by speaking up and adding my diverse experiences to class discussions. I identified with the experiences of authors like Junot Diaz and Esmeralda Santiago, who both lived in impoverished ghettos and faced the difficulties of having immigrant parents unaccustomed to the American way of life. I frequently contributed to discussions examining the social and academic difficulties Black students face on predominantly White college campuses. I began to understand that I needed to embrace my diversity rather than suppress it. Consequently, I began to value my multifaceted identity and came to trust in the significance of my diversity.

As I embark on a legal education, my experiences, not just as a person of color, but as a biracial and bicultural son of low income African and Latino immigrants, can help me contribute to the law school environment as well as the legal field. Diversity of thought and perspective are paramount in the study of law, and my unique voice can serve as an asset, allowing me to represent and bring forth the experiences of those who may not have a platform from which to do so.

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• Diversity Statements

Though an increasing number of faculty search committees now ask candidates to submit diversity statements, guidance about how to compose an effective statement—indeed, even about what they are and why they can be valuable to institutions and candidates’ own professional development—remains scarce. You may think that diversity statements require you to locate diversity within your own social identities. You can, of course, note how your identities and life experiences motivate your commitment to diversity. However, beyond your motivation, universities and colleges want to know what you have accomplished in your career to this point and how you will contribute to their goal of making their institutions more inclusive and equitable. The most compelling diversity statements offer your definitions of equity, diversity, inclusion, and belonging (EDIB) and demonstrate how your research, teaching, and service actualize your EDIB goals.

Schedule a consultation on your diversity statement (Harvard FAS affiliates only) Download our "Composing Your Diversity Statement" worksheet

What is a Diversity Statement?

A diversity statement is a polished, narrative statement, typically 1–2 pages in length, that describes one's accomplishments, goals, and process to advance excellence in diversity, inclusion, equity, and belonging as a teacher and a researcher in higher education.

The Building Blocks of a Diversity Statement

The following categories are core components of diversity statements. Effective diversity statements will address each of the following areas and answer some, if not all, of the associated questions.

• Defining your values
• Demonstrating your competency
• Evidencing EDIB in your research, teaching, and service
• Proposing future action

Equity, diversity, inclusion, and belonging (EDIB) are defined in multiple ways across and within institutions. The mission for this component of your statement is to define how you understand these terms and identify your EDIB priorities.

• How do you define equity, diversity, inclusion, and belonging (EDIB)?
• What animates your approach to EDIB work in higher education?
• How do the principles of EDIB relate to your values, approaches, and goals as a scholar and teacher?

> Download a copy of our "Composing Your Diversity Statement" worksheet

EDIB practices, in part, emerge from scholarship that researches the following: (1) the benefits and significance of diversity in higher education; (2) the obstacles and oppression that people who hold marginalized social identities face in higher education; (3) the processes for creating research and learning environments that benefit everyone. The mission for this component of your statement is to highlight your awareness of these conversations and show where your EDIB practices engage with them.

• How do you regularly account for and address your privilege, bias, and EDIB learning edges?
• Can you demonstrate knowledge of key EDIB terms (e.g., equality vs. equity; anti-Blackness; race vs. ethnicity; non-binary; DACA; neurodivergent and neurotypical)
• Do you know how the following operate in the academy: implicit bias, different forms of privilege, (settler-)colonialism, systemic and interpersonal racism, homophobia, heteropatriarchy, and ableism? Can you identify how those factors currently and historically impact marginalized populations in your discipline?

EDIB refers to values, goals, processes, assessments, and outcomes. The mission for this component of your diversity statement is to provide examples of your processes and assessments for attaining your EDIB goals in your research, teaching, and service.

• How does your research promote or advance equity and inclusion?
• How does your research engage with and advance the well-being of socially marginalized communities?
• How does your research acknowledge or interrogate power and privilege?
• What strategies do you use to respond to the needs of students who are diverse in terms of race, ethnicity, gender, socioeconomic status, age, nationality, sexual identity, ability, and religion?
• How do you facilitate challenging conversations on race, ethnicity, gender, socioeconomic status, age, nationality, sexual identity, ability, and religion? What are the benefits and outcomes of your approach?
• What EDIB theories and approaches do you draw from when teaching (e.g., critical inclusive pedagogy, anti-racist pedagogy, decolonial pedagogy, feminist pedagogy, universal design for learning, active learning)?
• How do you account for the power dynamics in the classroom, including your own positionality and authority?
• How do you design course assessments with EDIB in mind?
• How have you solicited feedback about your EDIB pedagogy from students? What did you learn? How did you incorporate their feedback, and what were the outcomes?
• How have you engaged in or led EDIB campus initiatives or programming? What did you accomplish? What did you learn? What skills or knowledge did you build in the process?
• Have you engaged in or led other EDIB service beyond your institution? What did you accomplish? What did you learn? What skills or knowledge did you build in the process?
• How has your past participation in EDIB service or activities prepared you to successfully take on your next position?
• How do you measure the success of your EDIB work?

Your diversity statement should not only showcase the EDIB work you have already accomplished but show how you integrate feedback and assess institutional needs to plan your future EDIB goals.

• How do you plan to continue advancing inclusive excellence, diversity, or equity in your research, teaching, and service?
• How do you solicit and respond to EDIB feedback from a range of academic communities?
• How do your future EDIB goals align with your target institution's EDIB mission and needs?

Some Final Tips and Advice

Some don’ts

Don’t (over)rely on self-disclosure. While you may choose to disclose the social identities you hold while narrating what motivates your commitment to EDIB work, your diversity statement should focus on the work you have done and will do to create diverse, inclusive, and equitable spaces of higher education. A diversity statement is about your commitment to furthering EDIB within the context of institutions of higher education, not about cataloguing everything virtuous you’ve ever done to prove that you’re an ally to a marginalized group. Also, never feel compelled to emotionally bleed for a search committee. Keep in mind that some diversity statement prompts may let you know what they prefer in terms of self-disclosure. For example, the University of Wisconsin-Madison’s published guidelines to writing a diversity statement emphasize their desire for candidates who share the institution’s commitment to inclusive excellence, “regardless of personal demographic characteristics.”

Beware of false equivalencies. A personally challenging circumstance or series of events is not equivalent to holding a marginalized social identity throughout your lifetime. Similarly, the experiences of having one socially marginalized identity are not the same as the experiences of having a different marginalized social identity.

Don’t use “diversity” to refer to a BIPOC individual or a homogenous BIPOC community. Diversity does not mean a BIPOC individual or a homogenous BIPOC community. Diversity refers to the condition when individuals or communities from different backgrounds, cultures, frames of reference, social identities, or perspectives come together in a social context. It does not refer to a person (including yourself) or a homogenous community who experiences marginalization.

Don’t tailor every statement. Your diversity statement should demonstrate how you have and would effectively plan to promote diversity, equity, inclusion, and belonging across contexts, with clear EDIB objectives, expected outcomes, and forms of assessment. Your cover letter is the place for you to tailor your EDIB discussion, possibly referencing institutional contexts and departmental missions while describing specific initiatives you could plan and mentioning potential collaborations with centers and committees.

Learn more about the EDIB challenges and goals of institutions. Before you draft your diversity statement, take time to research a range of websites from the institutional offices of diversity, equity, and inclusion at the universities, colleges, and departments to which you may apply. Note any recurring EDIB challenges and goals, and consider how your experiences and skills might address their needs and further their initiatives.

Show your process. Avoid only stating your belief in EDIB principles without showing methods for attaining your EDIB goals. Additionally, you can also demonstrate how your process reflects your EDIB principles. For example, if decolonizing your pedagogy is your EDIB goal, your process to achieve this may be to revise the readings on your syllabus to include voices outside of the traditional canon. To make the process align with your decolonial approach, you might solicit feedback from students on the readings and curriculum rather than unilaterally selecting the required readings yourself.

State your outcomes and lessons learned. The strongest diversity statements show what you accomplished with your initiatives and how you learned from feedback. Be mindful to state any skills or knowledge you acquired.

Connect your EDIB practices with evidence. Evidencing the effectiveness of your EDIB practices can come from your own assessments and can also be bolstered by the research of scholars who have qualitatively or quantitatively assessed the EDIB practices you utilize.

For more information...

The Effective Diversity Statement (Inside Higher Ed)

Demystifying the Diversity Statement (Inside Higher Ed)

Framework for Diversity Research & Scholarship (National Center for Institutional Diversity, University of Michigan)

Sara P. Bombaci and Liba Pejchar, "Advancing Equity in Faculty Hiring with Diversity Statements"

Becoming an Anti-Racist, Equity-Minded Educator (Amherst College Center for Teaching and Learning)

Guidelines for Writing Your Diversity Statement (University of Wisconsin-Madison)

• Designing Your Course
• In the Classroom
• Getting Feedback
• Equitable & Inclusive Teaching
• Advising and Mentoring
• Teaching Portfolios
• Teaching Statements
• Teaching as an Aspect of Promotion and Tenure
• Teaching Awards
• Teaching Remotely
• Tools and Platforms
• The Science of Learning
• Bok Publications
• Other Resources Around Campus

Center for Teaching

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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10+ Examples of Awesome Inclusion Statements

Inclusion Statements appear on web pages, in job postings and, sometimes, in bigger reports (see PepsiCo below).

They have become vital copy to attract the best talent. After all, the best talent values inclusivity.

Below are 10+ examples of Inclusion Statements I hope you draw inspiration from.

Note: If you like this article, you might also check out these 4 diversity tools  to help you write more inclusive content.

10 Inclusion Statement Examples

IBM’s web site has an Overall Inclusion Statement and   Inclusion Statement for Employment .

Here’s their overall Inclusion Statement:

That’s a short-and-sweet inclusivity statement that also ties in milestones of progress and stories of employees.

IBM also puts a combo EEO Inclusion statement on most job postings. Here it is:

Being You @ IBM IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. IBM is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

Highlights of the job posting EEO/Inclusion Statement:

• Header — IBM uses a headline/header for their Inclusivity statement:  “Being You @ IBM”. People (candidates included!) think in terms of headlines and this shows candidates that IBM took an extra step on inclusivity.
• It’s a combo EEO inclusion statement
• It mentions citizenship and immigration (a progressive move by IBM)

Gusto has an Inclusion Statement is in its About Us section of each job that reads:

Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.

Highlights:

• It’s short
• First person/2nd person (you/we) is conversational
• It sounds like it’s written by a human (doesn’t have mumbo jumbo words)

Gusto also has multiple pages on its site about Inclusivity such as its Special Report: Diversity and Inclusion with Gusto .

Apple’s Inclusion Statement is the key paragraph

• Headline (“Different together.”) — Most readers respond to headlines. It helps remind them why they’re reading.
• Short (4 sentences)
• No mumbo jumbo
• Ties diverse employees to diverse products/customers

Compass Group offers an interesting combo EEO Inclusion Mission statement on its job postings:

At Compass, our mission is to help everyone find their place in the world. This means we continually celebrate the diverse community different individuals cultivate. As an equal opportunity employer, we stay true to our mission by ensuring that our place can be anyone’s place.

• It combines EEO, Inclusion Statement and Mission in 3 sentences

Compass also has a more in-depth  Inclusion Statement page.

Coca-Cola Company

Coca-Cola has this Inclusive statement on its job postings:

Inclusive Include, value and trust each other. We are smart alone but together we are genius. This means being inclusive, giving the benefit of the doubt and being responsible for each other. Because, for our company to thrive for the next 100+ years, smart isn’t enough. We need genius. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

• Header — People think in headlines and seeing the word “Inclusive” in bold before their Inclusive statement shows that IBM emphasizes it.
• First Person/Second Person (we, you, etc.)
• Combo EEO/Inclusion Statement

IBM also has these on its Web site:

• Inclusion Mission Statement
• Equal Opportunity and Affirmative Action Policy Statement  (pdf)
• Inclusion Vision Statement (with 4 Strategic Imperatives)
• Inclusion Global Office of Diversity & Inclusion Infographic PDF of their 4 Strategic Pillars

Deloitte’s Inclusion statement is:

At Deloitte, each of us contributes to inclusion—we all have a role to play. Our culture is the result of our behaviors, our personal commitment, our curiosity, how we collaborate, and the ways that we courageously share our perspectives and encourage others to do the same. In turn, our inclusive culture inspires us to try new things, speak openly, and be bold. It brings us together in ways that help us stand out. Our inclusive culture empowers all of us to connect, belong, and grow.

On that same Inclusion web page, Deloitte talks about the six research-based inclusive behaviors to advance inclusion including Chief Inclusion Officer:

• Short and sweet
• The mention of a “chief inclusion officer” and the 6-behavior approach shows that Deloitte is putting a lot into inclusivity.

Deloitte also has a lengthier statement of Inclusivity here:  Six signature traits of inclusive leadership  (includes infographic).

Duo has this Inclusion statement on its job postings:

Duo is committed to cultivating and preserving a culture of inclusion and connectedness. We are able to grow and learn better together with a diverse team of employees. The collective sum of the individual differences, life experiences, knowledge, innovation, self-expression, and talent that our employees invest in their work represents not only part of our culture, but our reputation and Duo’s achievement as well. In recruiting for our team, we welcome the unique contributions that you can bring in terms of their education, opinions, culture, ethnicity, race, sex, gender identity and expression, nation of origin, age, languages spoken, veteran’s status, color, religion, disability, sexual orientation and beliefs.

• Written in Plain English (including first-person/second-person (we, you, etc)
• Nice line specific to their recruiting: “In recruiting for our team, we welcome the unique contributions that you can bring”

Cisco’s inclusion statement (in its job postings that reads)

• Day to day, we focus on the give and take. We give our best, we give our egos a break and we give of ourselves (because giving back is built into our DNA). We take accountability, we take bold steps, and we take difference to heart. Because without diversity of thought and a commitment to equality for all, there is no moving forward.
• So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!
• It’s an example of a large company showing they can be progressive

Cisco also has an Inclusion and Collaboration page .

PepsiCo had this Inclusion Statement on page 2 of a 28-page annual report on Diversity & Inclusion :

• They dedicated a 28-page report to inclusivity. Shows seriousness.
• They made a “Declaration” (not just a statement).
• Overall, this is an example of PepsiCo being different (in a great way) than many in the industry.

Google uses one Inclusion statement in its job postings:

At Google, we don’t just accept difference—we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google’s EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing this form.

And Google has a longer one on its Inclusion Statement page:

Google’s mission is to organize the world’s information and make it universally accessible and useful. When we say we want to build for everyone, we mean everyone. To do that well, we need a workforce that’s more representative of the users we serve. Google is committed to creating a diverse and inclusive workforce. Our employees thrive when we get this right. We aim to create a workplace that celebrates the diversity of our employees, customers, and users. We endeavor to build products that work for everyone by including perspectives from backgrounds that vary by race, ethnicity, social background, religion, gender, age, disability, sexual orientation, veteran status, and national origin. Read our 2019 Diversity Annual Report to hear from Danielle Brown, Vice President of Employee Engagement, and Melonie Parker, Global Director of Diversity, Equity, & Inclusion, on how we plan to deliver our strategy.

• Google’s job posting does a good job of combining the EEO/Inclusion Statement.
• In both Inclusivity statements, Google emphasizes that diversity transcends its products (they want Google the product to be inclusive) as well as their workforce.

Google’s philanthropic arm Google.org takes an ever deeper dive (check out their Inclusion statement page .

Mars’s Inclusion statement is:

Different perspectives, unique ways of thinking — our Associates are as varied as our products. This is true no matter what your role is or where you are in the organization. And we are working to increase diversity in all our management teams. We’re particularly focused on making sure women are equally represented in management positions. We recruit and reward Associates based on capability and performance — regardless of race, gender, sexual orientation, gender identity or expression, lifestyle, age, educational background, national origin, religion or physical ability. Each Mars location, everywhere, is free to respond to local needs to create a culturally sensitive workplace for everyone. In doing so, we want every Mars Associate to feel our commitment to showing respect for all and encouraging open collaboration and communication.

• Gives an example of an inclusion goal (women in management)
• They mention that their different local offices are empowered to meet local needs

More Awesome Inclusion Statements

Editorial Additions September 4, 2020 — I found these other awesome examples of inclusion statements:

Edward Jones

We found Edward Jones’ Commitments to Inclusion, Diversity and Equity listed on their “About Us” page:

“We commit to a continued focus on equitable hiring, training, promotional practices and policies. Today, 8% of our financial advisors are people of color and 21% are women. In home office senior leadership roles, 9% are people of color and 30% are women. We will work for real change and progress in diverse recruitment, hiring and advancement.”

HPE’s commitment to global Inclusion & Diversity is a stand-out on its website . HPE says:

“ We believe anyone can change the world.  At HPE, we know that our greatest strengths come from the people who make up our team. So for us, inclusion and diversity is ingrained in who we are today because we know it’s what will get us to tomorrow. But our work is far from over. In fact, we continuously push for better.”

Netflix features diversity on their Careers page . Netflix says:

“ It Takes Diversity Of Thought, Culture, Background, And Perspective To Create A Truly Global Storytelling Platform.  Netflix is a global company, with a diverse member base, which is why the content we produce reflects that: global perspectives, global stories. As we grow globally, we know that we must have the most talented employees with diverse backgrounds, cultures, perspectives, and experiences to support our innovation and creativity. We are an equal opportunity employer and strive to build balanced teams from all walks of life.”

Jobcase’s job postings use this diversity and inclusion statement:

“If you are looking to join a company where you can proudly bring your whole self to work, we invite you to apply today. Our commitment to diversity, equity and inclusion means that whoever you are, and whatever path you’ve taken to get here, we value you at Jobcase. We know that diversity of perspectives, backgrounds, interests, and skills are essential to build a great product that serves ALL people. If you can help drive success and have fun while doing it, we can’t wait to meet you! Apply to any and every role that feels like the right next step on your journey, regardless of the criteria we’ve listed.”

Inclusivity or inclusiveness — what’s the difference?

You probably noticed many of the examples above mention “inclusivity” but not “inclusiveness”. Are they the same? We found a couple of good explanations on Quora , that might help answer the question:

I would say that ‘inclusiveness’ is the passive state of being inclusive, whereas ‘inclusivity’ is the active state of being inclusive: “This office receives many awards for its inclusiveness, we have a very diverse team here.” “Our inclusivity has led to a very diverse team.”

In other words, they are closely synonymous but the language may be moving from ‘inclusiveness’ to ‘inclusivity’ as the preferred noun form of ‘inclusive’.

If you like this article, you might enjoy some of Ongig’s other blogs with tips on how to create diversity statements ,  diversity commitments , and diversity goals examples . Here’s a list to check out:

• 10 Examples of Awesome Diversity Statements
• 7 Examples of a Great Commitment to Diversity Statement
• 25+ Examples of Awesome Diversity Goals

Note: Another way to make a diversity statement is through diversity videos. Check out this article for inspiration:  Best Diversity and Inclusion Videos.

Why I wrote this?

Our mission here at Ongig is to transform your job descriptions to attract top-tier and diverse talent. Our Text Analyzer software analyzes every word of your job descriptions to ensure they are inclusive to everyone.

September 27, 2019 by Rob Kelly in Diversity and Inclusion

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Diversity statements: what to avoid and what to include

Diversity statements are increasingly important for faculty, both when teaching online and applying for jobs. Pardis Mahdavi and Scott Brooks outline what to avoid and what to include when drafting a diversity statement

Pardis Mahdavi

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Search committees at colleges and universities increasingly require candidates applying for faculty or leadership positions to submit diversity statements. And in the post-Covid online world, where interviews are truncated at best, we are increasingly reliant on applicants’ written materials.

Universities across the US are now considering making diversity statements required for all faculty. Many institutions ask faculty to post diversity statements online for students to read before or during their course to demonstrate the institution’s and the individual’s commitment to diversity and inclusivity. Some universities even offer incentives such as merit raises for those willing to do so.

A well-constructed diversity statement is especially important for online instructors who need to provide a carefully considered response to the additional layer of challenges that many students face when studying remotely.

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Here, we lay out some “red flags” to avoid and key frameworks to embed when writing a diversity statement.

What to avoid – red flags

Common mistakes or pitfalls when writing a diversity statement fall into three major categories:

Diversity by proxy

Personal stories of redemption

The exceptionalist argument.

1. Diversity by proxy

Diversity by proxy is when candidates borrow from the success of others, an organisation or programme. Candidates speak specifically about their department’s student demographics or a programme for students of colour that they direct, are part of or appreciate.

Example 1: “_____ (university’s name) is one of the most diverse campuses in the country. We are ____% white, ____% Latin, ____% Asian/Pacific Islander, ____% African American.”

Example 2: Candidates might mention success and claim some responsibility, implicitly or explicitly. “I’m a faculty mentor for the McNair Scholars programme and we have had wonderful, bright students who just need intense mentorship.”

Example 3: The message of “I support success for people of colour” can be followed by surprise and self-congratulation. “We have students who do very well, one or two have even gone on to graduate school at very good schools! One of my students, from Chicago, a first-generation student from a single-parent household, is a first-year PhD student at Berkeley.”

We called this “diversity by proxy” because the candidate’s example relies on numbers that tell us about where they are and not who they are or what they have done. Secondly, they are borrowing identity, status and achievement by linking themselves to the success stories of students of colour or faculty. In this way, they give undue credit to themselves as a saviour.

2. Personal stories of redemption

Candidates write of personal experiences that have occurred outside of the academy and are meant to reflect their appreciation for diversity and inclusion and their dissatisfaction with racism.

Example 1: They may write about an event that solidified their understanding of privilege: “I grew up in a small town where there was only one Indian family and one of the girls from that family became a close friend. And then, in the sixth grade, everything changed. She and I both auditioned for the school play, Annie , and it was clear that another girl got the lead because she was white and looked the part. But my friend was clearly better than everyone else. I felt bad for her but there was nothing I could do. And that is why I really feel so strongly about racism and exclusion and do what I can to help students of colour.”

Example 2: They may also talk about how they work with and learn so much from their colleagues of colour and students of colour. The focus is on their feeling and how they assuage their feelings of social injustice by their engagement, but does this lead to fighting structural issues found in the academy?

The playing field is never level, and so what do they do for those who they do not deem “clearly better”? 

3. The exceptionalist argument

Candidates write that they are in favour of diversity and inclusion but have not been in a position to fight against exclusionary practices.

Example 1: “Diversity is important but I can’t do it because my discipline is based on dead white men.”

Example 2: Or “I believe in diversity, but I have not been in a leadership position where I might make decisions. I would be supportive if there were some people of colour.”

The exceptionalist argument suggests that impact can only be made from certain positions, thereby exonerating most people who do not go against the grain. This obscures the roles that all faculty play in maintaining the status quo and contributing in small and large ways to discriminatory practices and negative outcomes for faculty, staff and students of colour.

Bias can lead to mis-assessing students, even creating unequal learning conditions. A student may be characterised as “low achieving” when they may need greater encouragement or when they come from a high school with fewer resources. In committee work, colleagues may use different adjectives to describe the quality of work of women colleagues and colleagues of colour.  

Are you interested in diversity issues? Check out our EDI channel, which is dedicated to advice and insight about equity, diversity and inclusion from academics around the world

What to include – key frameworks

Some white colleagues ask: “Can white candidates write something that would be acceptable?” This is a valid question. We say: “Of course they can. And some people of colour will write poor statements.” A good statement could come in countless forms. While some may feel that they cannot write from a position of experience, this is absolutely not the case. Their experiences are different.

We identify four elements found in strong diversity statements:

Diversity as a strategy

Evidence of addressing structural challenges

Recognition and underscoring of the invisible labour done by faculty and staff of colour

Demonstrated enlightened mentoring. 

1. Diversity as a strategy

Creating a plan, rather than simply doing an action, moves people beyond reacting and shows an understanding of intersectionality and the matrices of oppression.

For online teachers, it is especially important to consider the contours of their students’ lives. The strongest statements are ones where they see that there are interlocking issues – food insecurity is connected to student learning, impression management with professors, matriculation and well-being. For example, an online teaching candidate may have buttressed student support with financial and social support and mentoring and even made changes to policies that excluded certain people or groups based on criteria that are unnecessary. The strongest statements are those where candidates articulate how diversity is used centrally in re-thinking budget, curriculum and access.

2. Evidence of addressing structural challenges

Strong diversity statements include examples of candidates advocating for structural changes. They show that they recognise and make systemic changes to address this. Candidates can write about “white space” and how they have educated others and implemented new practices that go against the status quo. They may have found systemic holes and problems that have disparate effects on women of colour. They may have counteracted systemic and institutionalised practices. For instance, strong candidates mention noticing varying language, such as different adjectives, in the evaluations of faculty, staff and students of colour. 

3. Recognition or underscoring of invisible labour 

Supporting faculty and staff of colour must be multifaceted. It is widely known and acknowledged that faculty of colour have different experiences – they are counted on to take on certain services because they are a person of colour; students of colour look to them more than to white colleagues; and they face student racism. 

4. Demonstrated enlightened mentoring

Mentors who are “woke” to and address structural challenges, who use diversity as a strategy, and who recognise or underscore the invisible labour and challenges of faculty, staff and students of colour will mentor in ways that have longer term impacts and that mitigate exclusion and discriminatory practices.  Mentoring is especially difficult in the online world, but candidates who write about ways they have overcome this demonstrate strong commitments to the work of the framework we call JEDI (justice, equity, diversity and inclusion).

The JEDI framework is about more than one or two actions, and goes beyond a checklist. Thus, posting a diversity statement online is, in and of itself, not “enough”. However, this is an important part of systemic change when faculty post diversity statements, and these become an integral part of performance reviews and promotion. We are elevating the importance of JEDI work, and taking a step in the right direction of the structural changes needed for social transformation.

Pardis Mahdavi is dean of social sciences at the College of Liberal Arts and Sciences and directs the School of Social Transformation, and Scott Brooks is an associate professor with the T. Denny Sanford School of Social and Family Dynamics, both at Arizona State University .

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