1.0 INTRODUCTION The issue of managing diversity in the workplace is relevant, interesting, fresh and useful. Diversity management focuses on maximizing the ability of all employees to contribute to organizational goals. Affirmative action refers to actions necessary to overcome the effects of past discrimination or other barriers to equal employment opportunities. The shift from a manufacturing economy to a service economy, the globalization of markets, new business models with more teamwork, collaboration with different corporate cultures of mergers and alliances and the changing labor market are the five reasons why diversity has become a dominant asset in managing an economy. human resources of organizations. (Wayne F. Cascio, 1998) 2.0 CONTENTS 2.1 Dimensions of diversity Variety in the workplace is seen as a mass and popular fact, regardless of the country or neighborhood. Different people experience different cultures, abuse drugs, and these conflicts are normal. The diversity of experiences and perspectives that arise from differences in race, civilization, faith, mental or physical ability, cultural heritage, age, gender, sexual orientation, gender identity, and other characteristics (Myrtle P. Bell, 2001). In an organization, the profile of the workforce emerges, composed of the group of workers who show differences, demographic or other characteristics, and diversity. Criteria showing these groups include race, geographic origin, ethnicity, sex, age, functional or educational background, physical and cognitive ability, language, lifestyles, opinion, cultural context, economic class, tenure in the governing body, and preference sexual (Galagan, 1991; Bhadury et al, 2000). Dimensions of diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical characteristics... middle of paper... see your own culture, identity, biases, prejudices and stereotypes, and willingness to challenge and change institutional practices that present barriers to different groups. Managing diversity means recognizing people's differences and recognizing themselves. While these differences are valuable, they enhance good management practices by preventing discrimination and promoting inclusion. It is often difficult to discover what role diversity plays in a specific field of management. Today, differences exist in both business and workforce and will continue to increase at an increasing rate. There is a moral obligation for every individual to become aware of these conflicts and honor each person as a unique human being. To be successful, workers and leaders must become culturally competent. The report has therefore reached an acceptable conclusion