According to Giovannini (“What gets measured gets done: Achieving results through diversity and inclusion”, 2004), diversity is any dimension that can be used to differentiate groups and people from one another, in which these dimensions can be visible or invisible. The existence of workplace diversity, within an organization or workplace, indicates that the organization or workplace is heterogeneous in terms of gender, race, and ethnicity, in which employees possess distinct elements and qualities, differing from one another (Robbins, 2003). Managing these elements can create a gamut of staffing related issues that are the main focal points for human resource departments. There are several key components associated with workplace diversity, issues concerning workplace diversity, and the management of workplace diversity. The intent of this study was to clearly define workplace diversity, examine the policies and procedures associated with workplace diversity management, and explore how managing workplace diversity can impact diversity awareness and employee’s job satisfaction. This study utilized the Workforce Diversity Questionnaire II (WDQ II) devised by Larkey (1996) to assess diversity awareness. The Job Satisfaction Survey (JSS) devised by Spector (1985) was used to assess employee job satisfaction. The results indicated that a moderate relationship exists between diversity awareness (as measured by the WDQ II) and employee job satisfaction (as measured by JSS) and that diversity characteristics (demographics) can potentially impact diversity awareness.