The rise of globalization into the 21st century has made it increasingly clear that there is a need for the representation of minorities in all aspects of life and especially in the workplace. Modern managers must not only have strategies for diversity but, as leaders, must create an environment in which the voices of minorities will be heard. Diversity is important within the workplace; however, diversity without meaningful representation makes diversity management meaningless. Without a minority voice, the unique experiences and opinions of minorities are not heard and the goal to create a culturally diverse workplace becomes moot. Rank (2009) believes that managers and leaders, in order to create a more relaxed environment, should encourage trust in order to promote a more vocal work environment. Management strategies could even target the unique diverse backgrounds of their employees to strengthen the inclusive nature of the office (Robertson 2006). If managers are able to address these issues and create an inclusive work environment, then according to Özbilgin et al. (2011) it can be expected that the work output, “satisfaction, organisational commitment, and positive work attitudes” will be higher (pg 142). The advantages of a diverse workplace do not stop at just the hiring of individuals with diverse and unique backgrounds. Managers must also promote communication and inclusiveness in order to nurture a lasting culture of workplace diversity going into the future.