Many federal laws, such as Title VII of the Civil Rights Act of 1964, have enabled women and minorities access to the workplace. These same laws have mandated that employers prevent discrimination against women and minorities, yet when employers utilize various strategies for eliminating discrimination in the workplace, they have found themselves faced with litigation for their efforts. For example, human resource managers have been struggling with finding ways to prevent and eliminate sexual harassment and one solution has been to require their employees to sign no-fraternization agreements. Unfortunately, rather than solving the problem, the employer has compounded the problem since it is quite common for employers to punish female violators of the policy while no action is taken against male violators. This paper will examine some unique diversity compliance issues and problems that have arisen in the workplace and how human resource managers should respond to these situations. Particular issues, such as sexual harassment in e-mail, religious "witnessing," and transgender issues will be highlighted.