Cultural diversity, a term widely used in many professions, describes variations among employees and/or cultural groups, while covering a wide range of influential precursors related to personal characteristics and professional. Less obvious, but equally important, influencing factors are non-verbal and invisible characteristics such as spiritual, religious and social understanding and values ​​which need to be taken into account when assessing “Diversity in the Workplace” (Boggs, 2007, p. 235). The purpose of this document is to examine the factors and variables that influence “Diversity in the Workplace”. Multicultural diversity in the nursing field provides organizations with the ability to communicate effectively with a wide range of patients, thus increasing the level of healthcare services, however, integrated “cultural competence” must also be assessed. Cultural competence in healthcare includes a substantial knowledge base of cultural “values” (S. Schim, 2006, pp. 1). 302-307) possessed by a particular cultural group and the ability to cohesively adapt to individualized nursing skills that fit the cultural context, thereby enhancing nurse-client relationships. Having the right skills and competencies to effectively create comforting levels of connections is the primary function of “cultural competence.” Cultural understanding, beliefs, and practices regarding healthcare are crucial when creating and implementing service plans that utilize nursing. The terms culture, diversity and “ethnicity” are often used interchangeably; however, they are not entirely synonymous as symbol makers create distinct groups. Ethnicity or ethnicity can be defined as “a consciousness of belonging to a group differentiated from others by these primary symbolic creators.” Nurses implementing this approach will create a “culturally specific” plan designed for particular groups and their values ​​(Lorentz, 2008, pp....... half of document ....... Such impact generated by “Diversity” includes learning models, things that are taught, create dynamics within the organization, and exist at many levels in their operations. Works Cited Boggs, E.C. (2007). . Louis, MI: Sanders Elsevier, LF-H (2008). (pp. 363-370. See also NL Norman, GW (2005). The Older Nurse in the Workplace: Does Age Matter? In GWL Norman, Nursing Economics ( pp. 282-289. The above-mentioned above-mentioned NN Lorentz , MM (2008) Transcultural nursing: its importance in nursing practice In MM Lorentz, Journal of Cultural Diversity (pp. 37-43). Secondary' of the 'Secondary' of the 'Secondary NS Schim, AD (2006). In ADS Schim, Journal of Hospice & Palliative Nursing (pp. 1). 302-307. See the corresponding section. N: No.