Diversity, like most other things, comes in various forms. Demographic diversity is an obvious example. Also labeled 'surface diversity' in certain quarters, it relates to observable features like age, gender, and ethnicity. Within an organizational context, knowledge diversity' is also significant. This brand of diversity is 'task-related' and emphasizes differences between individuals in their skills, experiences, and practical know-how (2021). "Making diversity a workplace asset: Focus on inclusion and employee well-being." Every organization sets goals to pursue and milestones to crack up too. For an organization to do that, it must engage in a workforce plan that belongs to and works for that organization like it owns part of it. The best way to bring this attitude into the people is by letting them know they are heard, and that their efforts to improve the organization are valued (Bhargava, 2022). When an organization comprises people from diverse cultures and backgrounds, multiple brains come together with a different way of perceiving and devising plans to achieve a goal, serving as a plus! The sense of belonging will bring an unwavering zeal within people to work selflessly because now they will consider the organization their "own" and get outputs likewise. Racially diverse workplaces have the most significant revenue growth (Bhargava, 2022)