The four major changes in the workforce over the next five years are: gender, age, diversity and family. Furthermore, the transformation of the public workforce is the result of changes in laws and executive orders, such as Executive Order 10925, Executive Order 11374, Equal Opportunity Laws, Executive Order 8802 and the Civil Rights Act. Additionally, the combination of legal changes and executive orders preventing discrimination based on race, sex, religion, color, and national origin in recruiting, hiring, and firing has enabled more women and other minorities to enter the public sector. Workforce demographics are changing and continuing to change as more women, Blacks, Asians, and Hispanics enter public service. In 2004, the United States Office of Personnel Management reported that "the federal workforce was 44% female, 16.9% African American, 7.3% Hispanic, 5% Asian/Pacific Islander and 2.1% American Indian/Alaskan Native. Additionally, the proportion of Hispanic federal workers increased by 50 percent and that of other minorities by 10 percent between 1994 and 2004” (Choi, 2010, p. 303). Additionally, the workforce is aging on average: “46.3% of all government workers are 45 years or older and represent more than 50% of all government jobs requiring training, education or specialized job skills” (Jacobson, 2010, p. 356). As older workers retire, traditional views and values ​​of work change, while the older generation focuses on work and career-related values, the younger generation seeks a balance between work and family. According to Harding (2000) and Hankin (2005), "younger workers are seeking a more spiritual workplace that emphasizes personal integrity and responsibility, and less...... middle of article." .....8327959Roberts, R.N. (2012). The deconstitutionalization of academic freedom after Garcetti v. Ceballos Review of Public Personnel Administration, 32(1), 45-61. doi:10.1177/0734371X11421494Selden, S.C. & Selden, F. (2001). Rethinking diversity in 21st century public organizations: Towards a multicultural model. Administration and Society, 33(3), 303-329. doi:10.1177/00953990122019785Shore, LM, Randel, AE, Chung, BG, Dean, MA, Ehrhart, KH, & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289. doi:10.1177/0149206310385943Slack, J.D. (1997). From Affirmative Action to Full Diversity in the American Workplace: Changing the Organizational Paradigm. Public Personnel Administration Review, 17(4), 75-87. doi:10.1177/0734371X9701700407