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Writing a Diversity Statement for Scholarships & Fellowships

  • Diversity statement ≠ personal statement: A diversity statement specifically addresses your contributions to, and understanding of, diversity, equity, and inclusion (DEI), while a personal statement covers your broader academic journey and career goals.
  • Length: Typically 250-500 words for scholarships, up to 1 page for fellowships—check requirements carefully.
  • Core questions to answer: How have you been affected by diversity? How have you contributed to diversity? How will you advance DEI in your academic career?
  • Structure: Introduction (10-15%) → Specific experiences (60-70%) → Reflection (15-20%) → Future contributions (10-15%).
  • Key to success: Use concrete examples with measurable impact, not vague claims. Show, don’t tell.
  • Common mistake: “False parallels” – implying you understand oppression you haven’t experienced. Focus on your actual experiences.
  • Pro tip: Research the scholarship provider’s DEI mission and tailor your statement to align with their values.

Winning over $8.8 billion in scholarships (Sallie Mae) requires more than top grades. Many scholarship and fellowship applications now include a diversity statement—a separate essay that helps committees evaluate how you’ll contribute to a diverse academic community. This isn’t just a “check box” requirement; it’s a critical opportunity to showcase experiences and perspectives that make you unique.

Yet many students approach this essay incorrectly: they either recycle their personal statement, list DEI-related activities without reflection, or make generic claims about valuing diversity that could apply to anyone. This guide synthesizes best practices from 15+ university writing centers—including UChicago, UW-Madison, and Grinnell—to help you craft a compelling, authentic diversity statement that strengthens your application.

What Is a Diversity Statement for Scholarships & Fellowships?

A diversity statement is a focused essay (typically 250-500 words) that addresses your commitment to diversity, equity, and inclusion. It answers three core questions:

  1. How have your background and experiences shaped your understanding of diversity?
  2. How have you actively contributed to inclusion and equity?
  3. How will you advance DEI in your academic and professional future?

According to the University of Chicago’s GRAD guide, a diversity statement is “a statement addressing past and/or potential contributions to diversity through teaching, research, and/or service. It is also a reflection of the values that you hold in relationship to principles of equity and inclusion.” (UChicagoGRAD)

Diversity Statement vs. Personal Statement: Key Differences

Many applicants conflate these two document types. While they overlap in narrative style, they serve distinct purposes:

Aspect Diversity Statement Personal Statement
Primary Focus Your DEI experiences, values, and future contributions Your academic journey, career goals, and motivation
Central Question “How will you contribute to a diverse community?” “Why this program/career?”
Typical Length 250-500 words (varies by scholarship) 500-1,000 words
Content Emphasis 70-80% DEI experiences and reflections 50-60% personal/academic narrative, 40-50% goals
Tone Reflective, action-oriented Narrative, aspirational
Audience Concern “Will this student enhance campus diversity?” “Is this student qualified and motivated?”

Important: If both are required, they should have zero overlap. The University of North Carolina Writing Center emphasizes that your personal statement should focus on your academic trajectory, while the diversity statement explores “what diversity means for your audience” through your lived experiences. (UNC Writing Center)

When Is a Diversity Statement Required?

  • Fellowships: Many competitive fellowships (e.g., Udall, Pickering, Rangel) explicitly require diversity statements.
  • Graduate scholarships: Especially those funded by government agencies or foundations with DEI missions.
  • STEM scholarships: Programs like NSF GRFP ask about broader impacts and inclusive mentorship.
  • Institutional scholarships: Many universities ask how you’ll contribute to campus diversity.
  • Optional but recommended: Even if “optional,” submitting a strong diversity statement can differentiate you in competitive pools.

The 4-Part Structure That Wins

Based on analysis of successful examples and university guidelines, follow this proven architecture:

Part 1: Introduction – Your DEI Lens (10-15%)

Start with a specific experience or value that frames your commitment to diversity. Avoid generic openings like “Diversity is important.” Instead, begin with a concrete moment that reveals your perspective.

Weak: “I have always believed in the importance of diversity and inclusion.”

Strong (Inspired by UChicago):

“Translating for my Spanish-speaking grandmother at doctor’s appointments wasn’t just about language—it was about advocating for someone whose voice was diminished by systemic barriers. Those childhood experiences taught me that equity requires more than good intentions; it demands active intervention.”

This opening:

  • Establishes personal background (first-gen, bilingual)
  • Introduces DEI concept (systemic barriers)
  • Hints at future direction (health equity, advocacy)
  • Is specific and memorable

Key elements:

  • 1-2 sentences maximum
  • Connect personal identity or experience to DEI understanding
  • Set up the narrative that follows
  • Avoid clichés and vague statements

Part 2: Specific Experiences – Show, Don’t Tell (60-70%)

This is the heart of your statement. Describe 2-3 concrete experiences where you actively contributed to diversity, equity, or inclusion. Use the STAR method (Situation, Task, Action, Result) adapted for DEI:

Situation & Task: What context or problem existed? Who was affected?
Action: What specific steps did YOU take? Be detailed about your role.
Result: What changed? Quantify impact whenever possible. What did you learn?

Example 1: Community Mentorship (Undergraduate Student)

“During my freshman year, I noticed that first-generation students like myself were underrepresented in STEM research labs. Many didn’t know how to approach professors or navigate the hidden curriculum of research participation.

Situation: Our department’s demographics showed only 12% of research assistants were first-gen, despite first-gen students comprising 35% of the undergraduate population.

Task: I partnered with the Office of Undergraduate Research to create a mentorship program pairing first-gen students with graduate student mentors.

Action: I designed the program structure, recruited 15 graduate student mentors, and personally mentored 4 undergraduates. We hosted monthly workshops on CV building, lab etiquette, and research proposal writing.

Result: Within two years, the program served 60+ first-gen students. Those participants were 2.5x more likely to secure research positions compared to the baseline. I learned that representation matters—seeing someone who shares your background in a space can dissolve the ‘imposter syndrome’ that holds many back.”

Why this works:

  • Metrics: 12% vs 35%, 15 mentors, 60+ students, 2.5x more likely
  • Specific actions: Designed program, recruited, hosted workshops, mentored
  • Reflection: Connects experience to insight about representation and imposter syndrome
  • Scale: Shows initiative beyond individual action

Example 2: Curriculum Development (Graduate Student)

“As a teaching assistant for introductory biology, I observed that our lab examples primarily featured white male scientists, implicitly signaling that science isn’t for everyone.

Situation: Students from underrepresented groups often confided that they struggled to see themselves in the field.

Task: I proposed and developed inclusive curriculum materials highlighting diverse scientists’ contributions.

Action: I researched and created 12 case studies featuring women and BIPOC scientists, integrated historical context about barriers they overcame, and designed discussion prompts connecting their work to modern applications.

Result: These materials were adopted department-wide, reaching 300+ students annually. Student evaluations improved by 15% in the ‘course relevance’ category, and focus groups revealed increased sense of belonging among URM students.”

Why this works:

  • Specific intervention: 12 case studies, concrete examples
  • Broader impact: Department-wide adoption, 300+ students
  • Measurable outcomes: 15% improvement in evaluations, qualitative feedback
  • Connects teaching to DEI: Shows how pedagogy can promote inclusion

Example 3: Policy Advocacy (Fellowship Applicant)

“Growing up in a rural area with limited broadband, I experienced firsthand how the digital divide exacerbated educational inequities during the pandemic.

Situation: When schools shifted online in 2020, 40% of students in my county lacked reliable internet, creating a two-tier education system.

Task: I joined the state’s Digital Equity Task Force as the only student representative.

Action: I conducted 50+ interviews with affected families, compiled data on connectivity gaps, and drafted policy recommendations.

Result: Our report led to $2M in emergency funding for hotspot devices, and our long-term broadband expansion plan was incorporated into the governor’s infrastructure proposal. This experience taught me that data-driven advocacy can bridge the gap between lived experience and policy change.”

Why this works:

  • Personal connection: Lived experience informs advocacy
  • Scale: 50+ interviews, $2M funding, statewide impact
  • Role clarity: Student rep → drafted recommendations → influenced policy
  • Reflection: Connects dots between experience, action, and future direction

Key Principle: Grinnell College’s career center advises: “Be specific. Instead of stating you are inclusive, describe a time you actively worked to make a space more inclusive.” (Grinnell College)

Part 3: Reflection and Growth (15-20%)

After each experience, pause to reflect:

  • What did you learn about diversity, equity, or inclusion?
  • How did this experience change your perspective or approach?
  • What challenges did you face, and how did you overcome them?
  • How does this prepare you for future DEI contributions?

Example reflection paragraph:

“This mentorship work revealed that access alone isn’t enough; belonging requires intentional design. I learned to listen deeply rather than assume I knew students’ needs—a lesson that reshaped how I approach any leadership role. Moving forward, I’ll prioritize co-creating initiatives with the communities they serve, not just ‘delivering solutions’ to them.”

Avoid: Generic lessons like “I learned the importance of diversity.” Instead, be specific about what you learned about inclusion, power dynamics, allyship, or systemic barriers.

Part 4: Future Contributions – Connecting to the Scholarship/Fellowship (10-15%)

Explicitly state how you will continue advancing DEI at the institution the scholarship supports. This demonstrates you’re not just recounting past achievements but thinking ahead.

Elements to include:

  • Specific DEI initiatives you’d like to join or start (e.g., “I hope to collaborate with the Center for First-Gen Student Success”)
  • How your unique perspective will enhance classroom discussions and research collaborations
  • Long-term vision: How your career will promote equity in your field
  • Connection to the scholarship’s mission: Show you’ve researched their DEI priorities

Example:

“If awarded this fellowship, I’ll partner with the Graduate Student Diversity Council to expand the ‘Research Ready’ program to include students from community colleges—a population often excluded from undergraduate research pipelines. Long-term, my research on educational technology will focus on accessibility-first design, ensuring innovations serve students with disabilities, not as an afterthought but as a foundational principle.”

Caltech’s Hixon Writing Center recommends: “Explain how you will contribute to a diverse campus community and how your experiences will shape your interactions with peers, students, and colleagues.” (Caltech Hixon Writing Center)

Common Pitfalls to Avoid

Even strong applicants make these mistakes. Learn from them:

1. False Parallels

Don’t equate your experiences with those of historically marginalized groups if you haven’t faced similar systemic oppression. The National Association for Law Placement warns against implying your struggles are equivalent to centuries of discrimination.

❌ Avoid: “As a middle-class white student, I too have faced barriers—my parents couldn’t afford private violin lessons.”
✅ Do: Focus on your actual experiences: “As a first-gen student, I navigated unfamiliar academic culture without family guidance.”

2. Vagueness and Clichés

“I value diversity” or “I’m passionate about inclusion” mean nothing without evidence.

❌ Avoid: “Diversity enriches learning environments.”
✅ Do: “In my organic chemistry study group, I intentionally included international students, which improved our team’s problem-solving by exposing us to different educational approaches.”

3. Resume-List Format

Don’t just enumerate activities. Weave them into a cohesive narrative with reflection.

❌ Avoid: “2019-2020: Volunteer, Habitat for Humanity. 2021: Mentor, Big Brothers Big Sisters. 2022: Treasurer, Diversity Club.”
✅ Do: See the structured examples above—context, action, impact, learning.

4. Making It About You

This isn’t a pity party. Focus on your contributions and growth, not just your own struggles.

❌ Avoid: “Being a first-gen student was so hard—I had no one to ask for help.”
✅ Do: “Because I experienced the challenges of navigating college alone, I created a peer support network that now serves 50+ first-gen students.”

5. Over-Sharing or Trauma-Dumping

You don’t need to reveal deeply personal details you’re uncomfortable sharing. Harvard’s writing center cautions: “No expectation to share detailed sensitive information… refrain from including anything you would not feel at ease sharing.”

✅ Do: Share experiences at a comfortable level of depth that serves your message about DEI contributions.

6. Generic, Non-Tailored Statements

If you submit the same statement to multiple scholarships, it shows. Research each provider’s DEI priorities and align your narrative.

✅ Do: “The [Scholarship Name]’s commitment to educational equity resonates with my work on tutoring access. I’m particularly inspired by your partnership with [specific organization], which mirrors my belief that…”

Practical Element: Your 12-Step Checklist

Use this scannable checklist from draft to submission:

Pre-Writing Phase

  • Read the prompt carefully: Some ask “Describe your contributions to diversity”; others ask “How will your background enrich the campus?” Answer the specific question.
  • Brainstorm experiences: List all DEI-related activities, leadership roles, community work, personal background aspects you’re comfortable sharing.
  • Select 2-3 strongest experiences: Quality over quantity. Depth beats breadth.
  • Research the scholarship/fellowship: What’s their DEI mission? Who have past winners been? What values do they emphasize?

Drafting Phase

  • Outline using 4-part structure: Intro → Experiences (with STAR) → Reflection → Future
  • Write a rough draft (aim for 1.5x target length—you’ll cut later)
  • Include specific metrics: Numbers, percentages, counts, scales—wherever possible
  • Integrate reflection after each experience: What did you learn? How did you grow?
  • Tailor the conclusion to the specific scholarship and institution

Revision Phase

  • Cut fluff: Remove generic claims, clichés, repeated ideas. Aim for concise, direct language.
  • Check word count: Stay within limits—usually 250-500 words for scholarships, up to 500 for fellowships.
  • Verify tone: Reflective, professional, authentic. Not overly casual or overly formal.
  • Eliminate overlap with personal statement or other application materials. Zero duplication.

Final Checks

  • Proofread 3x: Read aloud to catch errors. Use spellcheck, but don’t rely solely on it.
  • Ask for feedback: Have 2-3 people review—preferably someone familiar with DEI concepts or graduate/professional applications.
  • Validate URLs: If you link to organizations or initiatives, ensure they’re current.
  • Format correctly: Standard margins, readable font (12pt Times or Arial), plain text unless specified.

The “False Parallels” Test

Before submitting, ask: “Am I claiming an understanding of oppression or marginalization I haven’t actually experienced?” If yes, revise to focus on your authentic experiences.

Related Guides

You’re on a roll—continue building your winning application with these resources:

Conclusion

Writing a diversity statement for scholarships and fellowships is your chance to demonstrate not just that you value diversity, but how you’ve lived that commitment through concrete actions. The most successful statements move beyond generic declarations to showcase specific experiences, measurable impact, and thoughtful reflection. They answer the three core questions—past experiences, present actions, future contributions—with authenticity and clarity.

Remember:

  • Be specific: Replace vague claims with concrete examples and numbers.
  • Reflect deeply: Show what you learned, not just what you did.
  • Tailor relentlessly: Connect your story to the scholarship’s mission.
  • Avoid pitfalls: No false parallels, no clichés, no duplication from other essays.

Start early, revise often, and seek feedback from mentors who know the landscape. With the right approach, your diversity statement can be the element that elevates your application from “qualified” to “exceptional.”

Next Steps

  1. Brainstorm: List all your DEI-related experiences, no matter how small.
  2. Outline: Choose your 2-3 strongest experiences and structure them using STAR.
  3. Draft: Write without editing first—get your story down.
  4. Revise: Cut aggressively, add metrics, refine reflection.
  5. Feedback: Share with 2-3 trusted reviewers (career services, faculty, current fellowship recipients).
  6. Tailor: Customize for each scholarship’s specific prompt and values.

Stuck or overwhelmed? Our expert writers specialize in crafting compelling diversity statements that authentically showcase your unique perspective while meeting scholarship criteria. We offer:

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Get started with a free consultation or calculate pricing now—your future scholarship could depend on it.

Sources & Further Reading: