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Primary categories of diversity are genetic characteristics that affect a person's self-image and socialization. They include age, race, ethnicity, gender, physical abilities and qualities, and sexual orientation.
Secondary categories are learned characteristics that a person acquires and modifies throughout life. They include education, work experience, income, marital status, religious beliefs, geographic location, parental status, and personal style.
Because the make up of the workforce is changing rapidly, managers and employees need to recognize and embrace differences resulting from diversity, particularly in terms of what employees want from their jobs. Language difference can lead to misunderstandings regarding goals, work methods, safety measures, and other essential working conditions. Natural ethnic groupings may form as similar employees naturally form groups. Attitudes and cultural differences need to be managed so that minority viewpoints are not overlooked and minorities and women are included on informal get-togethers.
The glass ceiling - a barrier so subtle that it is transparent, yet so strong that it prevents women and minorities from moving up in management - needs to be removed. Also, racism - the notion that a person's genetic group is superior to all others - needs to be eliminated. Finally, as Baby Boomers age, there are more older workers in the workforce with needs that differ from younger workers.
