Workplace diversity can be classified as one of the most significant trends in the business world. This research is an attempt to ascertain an exploration analysis of inclusive versus engineered workplace diversity, using Ireland as its case study. The study examined three objectives such as the type of workplace diversity being practiced in companies in Ireland, benefits attached to practicing either inclusive or engineered diversity or importance of practicing inclusive or engineered workplace diversity. These three objectives formed the basis of the research question and sub-questions. Probability sampling technique was used in selecting the sample size. Data was collected through the use of questionnaire and semi-structured interview guide. The data collected was entered into a computer application packages (SPSS) to quantitatively analyse the data both in terms of descriptive statistics and inferential statistics. Descriptive statistics include simple percentages while inferential statistics include correlation. The qualitative investigation adopted the use of semi-structured interview guide to elicit information from respondents which was interpreted for clarity and ease of understanding. The study revealed that the structure of workplace diversity being practiced in companies in Ireland is void of the academic or intellectual know-how. In furtherance, organisations in meeting their company mission statement and goals observe engineered workplace diversity instead of inclusive workplace diversity. Thus, this study in conclusion recommended that companies in Ireland need to educate and train managers to take diversity initiatives. Also, regardless of the role or title, employees need to commit to eliminating barriers in the workplace. The study also recommended that the assessment of cross-cultural training is needed on a regular basis by organisations.