INTRODUCTION Prior to the creation of the Equal Employment Opportunity Commission (EEOC) and the Civil Rights Act, both in 1964, as well as various employment legislation, the American workforce was segregated, those segmented groups a reflection of homogenous ethnic, socioeconomic, religious, gender, and other demographic-related traits. There has been a dramatic increase in immigration especially from countries South of the United States into the Southern United States, in addition to the legal formalities, has lead to an increase in women, minority, and immigrant workers. Technology has flattened organizational structure and the workplace has become increasingly global. All of this has led to an increased focus on workplace diversity, and the benefits of being able to maneuver within a diverse work environment. There are benefits to a diverse workforce, such a as penetrating untapped markets, gaining a competitive advantage, and having a creative edge (Roberson & Kulik, 2007) and, the more diverse a company's workforce, the more diverse and innovative the company's culture, strategic plan, and communication network (Jackson, Brett, Sessa, Cooper, Julin, & Peyronnin, 1991).