Workforce diversity has become a reality in organizations. More and more organizations have drafted policies or programs on workforce diversity. Although there is still no consensus on how to define workforce diversity, diversity policies and programs produce positive effects in organizations. Diversity in the workplace is a way to define acceptable behaviors for employees. Diversity represents all the ways in which people are both similar and different. This involves variation in characteristics such as: age, sex, color, religion, national origin, disability or any other difference. Although diversity initiatives are common in the workplace today, this is primarily due to the federal government's reliance on constitutional amendments, laws and executive orders, as well as court decisions to interpret laws in the direction of equal rights (Noe, Hollenbeck, Gerhart, & Wright, 2010). How an organization defines diversity and manages its diverse workforce can determine its effectiveness. The emergence of diversity in organizations dates back to the 1960s, when legislation was passed to prohibit discrimination based on ethnicity, gender, national origin, race and religion. Although the origins of diversity in the workplace began in the aftermath of World War I, it was not until 1961 when President John F. Kennedy established the President's Equal Opportunity Committee in Employment Matters (EEO), charged with ending employment discrimination by the government and its contractors. (Cañas and Sondak, 2011). Diversity in the workplace continued to advance over the years under the administrations of Presidents Johnson and Nixon. EEO was the government's attempt to ensure that all individuals had an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin. origin. Diversity in the workplace is fundamental to the structure of an organization, ensuring that individuals are equally characterized by their differences as well as their similarities. The desire for a diverse workplace, reinforced by the need to comply with anti-discrimination legislation, places a high demand on organizations. Workplace Laws and Policies The impact of diversity in the workplace depends on several factors. In companies, workforce diversity is increasingly common. To successfully manage a diverse workforce, organizations ensure that employees understand how their values ​​and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; become aware of the cultural differences between them; and behaviors that isolate or intimidate minorities are ameliorated (Noe et al., 2010, p. 302). A fundamental problem regarding the implementation of diversity in the workplace is that its approach sometimes does not correspond to interpretations of fairness and equality depending on the context in which it was intended.