Solutions to these conflicts include the following five components: First, recognize that people have differences, whether physical, generational or cultural, and you can't pretend that these barriers have been broken down. Instead, celebrate the differences among your employees and encourage them to show their individuality. Secondly, be honest. This means that we should not be fooled into thinking that by treating everyone exactly the same; we are demonstrating the right attitude and respecting diversity. Instead, treat people fairly and respect the differences that make them who they are. Thirdly, we need to focus on ourselves, diversity is an issue that needs to be managed in the workplace and it starts with people managing their own attitudes and behaviours. That said, the fourth component is employee ratings. This means that everyone is responsible. If we notice that an employee is delegating tasks only to people of a certain race, or if an employee is not considerate of the ideas of people under or over a certain age, it is our responsibility to address the issue in a polite and respectful manner. Identify problems among your employees and raise them when evaluating their performance. This leads to the last one, encourage interactions. When you identify diversity issues in the workplace, discuss them with your employees in a non-confrontational manner and encourage people to work with those who are different from them. The last thing we talked about