The importance of promoting diversity in the nursing workforce is broadly acknowledged. Diversity in the nursing workforce is considered to be an essential element of success in the team medical-care and provides opportunities to deliver quality care which promotes patient satisfaction. Recently, diversity “diversity faultlines” has received worldwide attention. Lau and Murnighan  proposed the term diversity faultlines refer to hypothetical dividing lines that may split a group into subgroups based on one or more attributes. In the present study, we have demonstrated that the current status of faultlines in nurse organization and the relationship between faultlines and turnover intentions among Japanese nurses. This study was carried out in the university hospital in Japan. Through the informed consent procedure, questionnaires were distributed to 692 nurses and responses from 633 female nurses and 42 male nurses were analyzed. The results revealed that nurses in Japan perceived faultlines just like workers did. The fact suggests that it is needed to pay attention to reduce probability of faultlines formation for the success in diversity and retention management of nursing organization.