Diversity relates to gender,age, language, ethnicity, cultural background, disability, sexual orientation or religious belief.
Diversity also refers to the myriad ways we are different in other respects such as educational level, job function,
socio-economic background, personality profile, geographic location, marital status and whether or not one has family or other
carer responsibilities.

Diversity management requires the creation of an inclusive work environment that utilises and values the skills and contributions
of people with different backgrounds, experiences and perspectives.  Diversity programs include measures to remedy
employment related disadvantages experienced by women, Aboriginal and Torres Strait Islander people, people of non-English
speaking backgrounds and people with disabilities.

The concept of workplace diversity stretches beyond EEO.  Managing diversity builds on the EEO foundation but puts a new
emphasis on the importance of valuing workplace difference as good management practice.  This approach means that
organisations must develop people management strategies to value and accomodate differences in the background, perspective
and family responsibilities of their employees.  It requires them to acknowledge the positive contribution that diversity can make
to improving productivity and generating new ideas and ways of doing things.  (Workplace Diversity, PSMPC 1998, Commonwealth of Australia)