1.0 INTRODUCTIONThe issue of diversity management in the workplace is relevant, interesting, fresh and useful. Diversity management aims to maximize the ability of all employees to contribute to the organization's objectives. 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, a new business model with more teamwork, collaboration with different corporate cultures of mergers and alliances and the evolution of the job market are the five reasons why diversity has become a dominant activity in business management. human resources of organizations. (Wayne F. Cascio, 1998)2.0 CONTENT2.1 Dimensions of diversityVariety in a workplace is considered a mass and popular fact, regardless of country or neighborhood. Different people experience different cultures, drug abuse and these conflicts are normal. The diversity of experiences and perspectives that arise from differences in race, civilization, faith, mental or physical abilities, heritage, age, sex, sexual orientation, gender identity and other characteristics (Myrtle P. Bell, 2001). In an organization, the workforce profile makes up the group of workers who have differences, demographic or other characteristics, diversity emerges. Criteria for identifying these groups include race, geographic origin, ethnicity, gender, age, functional or educational background, physical and cognitive abilities, language, lifestyles, opinion, cultural context, economic class, seniority within the governing body and sexual preference (Galagan, 1991; Bhadury et al, 2000). Dimensions of diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abdomen...... middle of paper ...... view your own culture, identity, biases and stereotypes, and the willingness to challenge and change institutional practices that present barriers for different groups. Managing diversity means recognizing people's differences and recognizing them. These differences being valuable, they improve good management practices by preventing discrimination and promoting inclusion. It is often difficult to determine what role diversity plays in a specific area of ​​management. Differences exist today both within the company and among staff and will continue to become more pronounced at an increasing rate. There is a moral obligation for each individual to be aware of these conflicts and to honor each person as a unique human being. To succeed, workers and directors must become culturally competent. Therefore, the report reached an acceptable conclusion