workplace discrimination was officially made illegal in 1964 with the passage of the Civil Rights Act (Public Law 88-352). Employers could not deny employment, fire, or discriminate in any way against these individuals. Affirmative action policies were also in effect at that time. The term “affirmative action” was initially used in Executive Order 10925 which encouraged employers to ensure nondiscrimination (Holzer & Neumark, 2006, p.463). It was later strengthened in Executive Order 11246 which required that federal contractors “take affirmative action to ensure that all applicants have equal employment opportunities” (Kravitz, 2008, p.174). Both the Civil Rights Act and affirmative action policy enshrine access, equity, and opportunity in the workforce for minorities. Their intent was to ensure equal employment opportunities as well as identify and eliminate discrimination thus ensuring fair treatment in the workforce. Affirmative Action and the Law Since its inception, the United States has struggled to implement affirmative action. Before discrimination was outlawed, women and minorities were not represented in the workforce in the numbers that would be expected given their population and availability in the labor market. Since the passage of the Civil Rights Act, minority representation in the workforce has yet to show any significant improvement. The law's ambiguity and limited coverage, as well as lack of enforcement, have prevented significant changes in employment practices or workforce numbers (Chay, 1998, p.610). About 35 percent of all workers were employed by organizations not covered by Title VII; while 40% of African American workers in the South were not covered (Chay, 1998, p.613). ...... middle of paper ...... diversity is valued, different cultures are respected and included in the organizational structure. Diversity management efforts are based on a voluntary commitment to accept the uniqueness of each individual and to respect and learn from individual differences. Indeed, diversity management efforts require a great deal of effort, especially because they include more than just image-based differences (Cole, Salimath). Because it is inclusive of all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is sensitive to race and gender. Being aware of race and gender will highlight any individual differences, facilitating acceptance without judgment and insensitivity. Working together: affirmative action and diversity management