This chapter examines diversity-based power relations in organizations, the ways minority groups gain power, and diversity policies and critiques, focusing on the individual, the organization, and power. It explains the relationship between the individual and power during the self-actualization process and how the individual uses the concept of power within the organization. The perception of individual and diversity-related power in institutions, internal groups, external influences, inter-organizational relationships, the creation of technical, administrative, and social power (primarily based on job descriptions for both individuals and groups), and internal contradictions and conflicts (person-group and within the institution) are explained from the perspectives of both the employee and the employer, along with their consequences. Relevant laws and international organizations are mentioned. The terms institution, company, organization, and group are used interchangeably and defined as an association of individuals gathered around a purpose or understanding. Power is defined as the total sum of tangible and intangible assets that constitute the effective sanctioning effect produced by these associations. All activities must comply with relevant legislation, and legal assistance should definitely be sought when necessary. Case studies based on the author's personal experiences gained during his education and professional life are added to the end of the section.