Diversity is a concept that, when applied to most circumstances, can create a positive conclusion. The trick to producing a positive result is often in how the different aspects are put together. Consider a classic combination of peas and carrots for a dinner, the two colors look appealing and the two flavors come together to create a superb side dish. Now let's consider oil and water, these two substances are often not considered a good combination. However, this is not always the case; olive oil and vinegar (which is water-based), when mixed, combine into a delicious salad dressing. Diversity and inclusion should also apply to human beings: by bringing together different people we can create a whole that is enhanced by the uniqueness of each individual. What are the dimensions of cultural diversity? In this week's readings the theme of the dimensions of cultural diversity was covered comprehensively in both books. Understanding and Managing Diversity presented a well-structured illustration: Primary Dimensions Secondary Dimensions Age Geographic Location Gender Military Experience and Work Experience Mental/Physical Abilities Family Status Racial Income, Religion Ethnic Heritage First Language, Education Sexual Orientation Organizational Role and Level Communication and work styles (Harvey, CP and Allard, MJ 2009, p. 47). Furthermore, the textbook Understanding and Managing Diversity also highlighted that we need to consider the multiple dimensions of diversity: the components of a diversity mix can be people, concepts, concrete elements or abstractions. If you're thinking about the many ways your employees may vary (by race, gender, age, education, sexual orientation, geography... middle of the paper... data is accessed through the graphical user interface or web pages) using a PC. Numerous other features have changed. The management ranks have gone from predominantly white men to a more diverse mix of race and gender. Gone are the days when a manager would scream and throw a chair against a wall during a meeting as management styles have moved towards a more composed approach, which works to gain the support of employees, rather than scare them to achieve results. Conclusion In this changing world, where we see companies taking advantage of the global economy, words like diversity and inclusion must be treated as more than just buzzwords. Principles that embrace diversity and enable inclusion are essential if an organization is to succeed in the business world of today and tomorrow.