Managing diversity is acknowledging the differences in people and taking them as valuable. Doing this helps in enhancing good managerial practices through avoiding discrimination and promoting inclusiveness. It is not given for good management to help someone in working effectively with diverse work force. In addition, there is difficulty in understanding the significance of diversity in a given area of specialization in management. Achieving excellence through diversity is one of the crucial goals. Diversity is a vital resource and can be defined as the human qualities that are different from our own. In other words, they are human features which are new to the social group we belong to. However, it is not unusual to find some of these features in another group. Diversity has many aspects or dimensions. It includes elements such as ethnicity, gender, age, ancestry, physical disabilities/abilities, religious beliefs, geographical location, income, educational background among others. To reduce employment discrimination against Muslims at work places there are several ways to go about it. These ways are discussed here in through examples. Taking an example of ABC, a Muslim who wears religious attire and applies for a position in a certain work place, but the employer fears that the attire may make the customers uncomfortable. From a labour rights stand point, the employer should not deny ABC that opportunity because of her religious affiliations. Discrimination in hiring of services due to religious background is unlawful. Also taking an example of Mohammad an Arab American taking complains to his manager that one of his work mates Bill harasses him. Bill insults him and intentionally embarrasses him in front of customers claiming that he is not competent. To solve this matter, Mohammad’s manager should relay his complain to the right manager if he is not in charge of Bill. If Bill is then found guilty, a disciplinary action should be taken against him. And in order to curb the recurrence of the harassment the disciplinary action taken against the offender should be stern enough to deter a repeat of the same. In the back ground religious accommodation, four of the employees approaches their supervisor and make a request to be allowed to be praying in the conference hall. Previously, employees were at liberty to pray at their respective working stations. Solving their case as the employer, he should work closely with the employees. This should lead to finding an appropriate accommodation to meet the needs of the employees without causing inconveniences. However, when there is business to be carried out in the hall, the employer reserves the right to refute its use for private purposes like holding prayers by the workers. Jeddah a clerical worker wears head scarf according to the Muslim beliefs. Jeddah has been put under a long-term assignment with one of the JKLTemps. One of the customers has demanded that Jeddah be informed that when she is working front desk she should not put on her head scarf or else someone should take up her position. Her attire is in contrast with the client’s expected dress code thus it presents a wrong image. For diversity, JKL may not comply with the request made by the client. In addition, making Jeddah put aside her head s