Diversity Management focuses beyond equal opportunities and promotes fairness towards all employees, including women, ethnic minorities, the disabled and other groupings, as well as the more traditional white, male employee. It centers on valuing differences between people and developing an inclusive workplace, where differences are recognized and accommodated.
             Diversity does not only pertain to minorities of racial and ethnic differences, as some believe, it also includes women as well. The rapid influx of women into labor markets worldwide is one of the most significant developments of the 20th century. Many social changes ranging from the rise in divorce female workers, according to Marianne A. Ferber, professor emeriti of economics and women's studies. The increase of women in the labor force has occurred in much of the developing worlds well as in economically advanced countries. It began slowly in the United States at the end of the last century, and then accelerated in this century, especially during the 1970s. As a result, workingwomen have climbed from 18.2 percent of the female population in 1890 to 60 percent in 1994. The historic gap between black and white female workers has virtually disappeared. Whereas in 1955, 46 percent of black women and 34 percent of white women worked for pay in the United States, by 1995!
             the labor force participation of both groups was nearly identical-60 percent versus 59 percent. Diversity has leaped from being a buzzword to a resource that will ensure the profitability of the companies that do it well.
             While the lines between genders differences in the workplace are blurring, and while experiences are based on specific and the individuals involved, there are some differences in management techniques and attitudes that can be influenced by gender. Males usually relate to other coworkers competitively and prefer direct c
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