According to McCormick (2007), the first form of diversity in the workplace occurred in 1948, when President Truman approved the Decree 9981 whose main objective was to promote equal treatment and opportunities in the armed forces. Therefore, researchers cite it as the origin of diversity in the workplace because President Truman, the committee responsible for implementing the executive order, used it to pursue desegregation in the armed forces. In the business world, many companies have long believed that assimilating new hires into an organization requires their socialization to fit into the organization's existing culture. However, over the past few decades, business organizations have realized that, for a variety of reasons, organizational culture must adapt if it is to attract and maintain a competitive workforce. This change has been driven by various diversity initiatives in the workplace. Despite the proliferation of such initiatives, the term “workplace diversity” is almost never defined. Many attempts to define the term are often circular or conclusive, doing little to strengthen a collective understanding of the term. Mor-Barak (2011) takes a global perspective and defines diversity in the workplace as “the division of the workforce into distinctions.” categories that have a perceived commonality in a given cultural or national context and that impact potentially harmful or beneficial employment outcomes such as employment opportunities, treatment in the workplace and promotion prospects, regardless of job-related skills and qualifications.” This definition provides wide leeway by not including specific examples of categories of distinction, thus leaving open the possibility of including relevant categories that correspond middle of paper ...... to the attitudes of its employees and to work with colleagues. This should be incorporated into their assessments and reviews, and any issues identified should be addressed promptly when reviewing their performance in their assessment. Such problems include an employee who delegates their work only to specific people based on their race or an employee who ignores the ideas of certain coworkers because of their age. However, a manager who identifies diversity issues should not take a confrontational approach when discussing these issues with an employee. A good approach would be to encourage the employee to work with colleagues of different generations and backgrounds. Initiating such interactions will encourage the employee to learn more about their goals, talents, and communication styles, as well as how they compare or contrast with their own..