role in valuing and working successfully in a company that has diversity as a key workplace objective (Digh, 1998, p. 64).All of this must be paired with an understanding of the dimensions of diversity. Primary dimensions include age, race, ethnicity, physical qualities, gender and sexual orientation. Primary dimensions are aspects of ourselves, which we cannot change. They are things people know about us before we even open our mouths, because, with the exception of sexual orientation, they are physically visible. However, an often-overlooked area is that of secondary dimensions. These are marital status, religious beliefs, education, parental status, work background, military experience, and even income and geographical location. People are usually less sensitive about secondary dimensions, because they are elements we have some power to change. We also have the choice of whether to disclose this information or not; we can conceal it. This list clearly demonstrates that we are all similar and different on an infinite number of dimensions, of which culture is only one (Rasmussen, 1996, p. 173). In approaching the issue of diversity within an organization the first step is in discovering what diversity problems exist within an organization. A needs assessment approach can be a proactive tool for the purpose of interpreting the state of an organization in relation to a particular concern. At this stage the needs assessment is not intended to expose or punish anyone. The goal of this needs assessment is to serve as a self check on the internal operations of a company. A critical survey of the internal structure and of existing policies and procedures may be necessary to establish a positive, affirming work environment (Diversity Training, 1998, on-line, Morrison & Crabtree, 1995, 26).Secondly, there has to be a strengthening of commitment by top-level management (Morrison & Crabtree, 1995, 47). Leadership involvement is of ke...
