Diversity is a major aspect of organizational results. Workplace variety is a journey of searches on personal, group and organization levels. Evaluating diverse persons is a different aspect of each level to analyze. Diversity is defined as the person’s similar and different brains. A similar person connects to meet the organizational purpose. The different person faces the differences between each other. Diversity has been broadly classified in primary and secondary forms. Primary factor is demographic such as age, gender, breed, ethnicity, culture etc. Secondary dimensions are different in geographical areas, marital status etc., define the variety as four layers, organizational factor, internal factor, external factor, personal factor. Some research has been defined as a primary / internal dimensions, secondary / external dimensions, tertiary / organizational dimensions. A deep literature has been reviewed to know the relationship between workforce diversity and organizational performance. Diversity variable shows both positive and negative effects on organizational performance. If diversity is forwarded to some extent, then it takes towards the negative aspect on the outcome’s result. Diversity is also maintained in the sense of persons, which produces productivity, innovation and competitive environment. The implementation of the HR strategy is inspiration to increase the performance of the employees. For the last 40 years, many researches has been done in various domains to detect the effect of age, gender, personality, education, the term on the group’s performance. Diversity increases organizational performance and gives benefits in an organization it is called value in diversity while others are considered harmful to the firm.

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Keywords: Workforce, Productivity, Innovation, Performance, Organization, Dimensions, Diversity.