The four major changes in the workforce over the next five years are: gender, age, diversity and family orientation. Additionally, the transformation of the public workforce is the result of changes in laws and executive orders, such as Executive Order 10925, Executive Order 11374, equal opportunity laws, Executive Order 8802, and the Civil Rights Act. Additionally, the combination of legal changes and executive orders preventing discrimination based on race, gender, religion, color, and national origin in recruiting, hiring, and firing has allowed more women and other minorities to enter the industry's workforce public. Workforce demographics are changing and continue to change as more women, Blacks, Asians and Hispanics enter the public workforce. In 2004, the U.S. Office of Personnel Management reported that “the federal workforce was 44 percent female, 16.9 percent African American, 7.3 percent Hispanic, 5 percent by Asian/Pacific Islanders and 2.1% by American Indians/Alaska Natives. Additionally, the percentage of Hispanic federal workers grew by 50 percent and other minorities by 10 percent between 1994 and 2004” (Choi, 2010, p. 303). Additionally, the workforce is aging on average, “46.3% of all public employees are 45 years or older and represent more than 50% of all public jobs requiring specialized training, education, or job skills” (Jacobson , 2010, p. 356). As older workers retire, traditional views and values ​​of work change, while the older generation focuses on values ​​related to work and career, the younger generation seeks a balance between work and family. According to Harding (2000) and Hankin (2005), “younger workers seek a more spiritual workplace that emphasizes personal integrity and responsibility, and less...... half of the paper.. ....8327959Roberts, RN (2012).Deconstitutionalization of academic freedom after Garcetti v. Ceballos, 32(1), 45-61. (2001). Rethinking diversity in public organizations for the 21st century: moving towards a multicultural model. Administration and Society, 33(3), 303-329. doi:10.1177/00953990122019785Shore, L.M., Randel, A.E., Chung, B.G., Dean, M.A., Ehrhart, K.H., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289. doi:10.1177/0149206310385943Slack, J. D. (1997). From affirmative action to full-spectrum diversity in the American workplace: Shifting organizational paradigm. Public Personnel Management Review, 17(4), 75-87. doi:10.1177/0734371X9701700407