Many theoretical dissertations have an unclear definition of diversity and when interpreting strategies of organizational diversity policies, theories often contradict each other. It is argued that this ambiguity and controversy can be diminished by basing theory on diversity and diversity policy more on qualitative structured descriptive empirical comparisons. This argument is elaborated in two steps. First, diversity is shown to be a social construction: dynamic and plural in nature, dependent on the social-historical context. Second, the common theoretical dichotomy between diversity policy as equal opportunities or as diversity management in shown to be possibly misleading; empirical studies indicate more practical differentiation in types of diversity policy, manifested in public and private organizations. As qualitative comparisons are rare, especially in the European context and especially among public organizations, this article calls for more contributions of this kind and provides an analytical framework to assist scholars in the field of diversity studies.