Management of diversity throughout the German workplace is much like building a bridge. Think of five different mountains, all different in their own way and all separate from each other. In order to explore each one of these mountains, there must first be a clear connecting pathway that allows a safe and reliable passage - a bridge - from one to the next. Without these pathways, it becomes unclear as to what the next mountain holds and one is only able to make assumptions about what stands in front of them. When this concept is brought into the workplace it is easy to see that sometimes these bridges do not present a clear-cut pathway. People begin to make assumptions with the change becoming somewhat of a negative and becoming opposed by the majority. In order to best understand the people around you, it is necessary that? and methods are available so that? and accepting diverse people is less of a challenge. In an ideal world, everyone is treated differently, no matter what their race, ethnicity, color, religion, education, and sexual preference. In reality, very few companies around the world have reached a stage where diversity is truly valued, especially within Germany. Throughout the past century, Germany has become riddled with historic moments which have caused dramatic changes to the diversity of its workforce. Though these are significant topics it is not to be the focus of this paper. The purpose of this paper is to show exactly how events such as World War II and the fall of the Berlin wall affected the acceptance of both women and guest workers within the country.
             For many centuries, a woman's role in German society was summed up and constrained by the three "K" words: Kinder (children), Kirche (church), and Küche (kitchen). Sometimes the fourth "K" is mentioned: Kleider (clothes). However, throughout the 20th century women have gradually won victories in their quest for equal rights such as the right to vote, which...