8 Findings and Challenges to Increasing Diversity in America’s Senior Living Communities This research, as well as field observation, suggests that historically, many Life Plan Communities have not served racially, ethnically, economically or sexually diverse groups of residents. The majority of residents in many communities are Caucasian, heterosexual and likely more economically well- off than many seniors in the surrounding area. The front-line staff at many communities are often more diverse racially and ethnically than the residents they serve. And the leadership team at many communities is likely to be significantly less diverse when compared to the demographics of the community where they are located. It is likely that the lack of diversity in many Life Plan Communities was NOT intentional or planned. It is more probably a result of economic barriers (relatively high entry fees and monthly fees at some communities) and perhaps institutional exclusion from having primarily non-diverse community leadership, including both the community executives and board members. There are also some communities that may appear institutionally exclusive, such as those that are formed to serve and attract a specific ethnic or religious group. Alternatively, there are likely some communities that are institutionally inclusive, where their mission statement and leadership encourage and welcome residents from diverse backgrounds. Many communities have an opportunity to create more diversity within their community, but that process is not necessarily quick, easy or inexpensive.