the purposeful steps taken by an organization to create employment opportunities for minorities and women
What is affirmative action
100
Treat group differences as important, but not special.
Set high but realistic goals.
Tailor opportunities to individuals, not groups.
Find the common ground.
What are diversity principles
100
refers to differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.
What is Surface-level diversity
100
companies lose on average this amount of the discrimination cases brought against them
What is two-thirds
100
a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.
What is diversity audit
200
the most commonly used paradigm for managing diversity
What is the discrimination and fairness paradigm
200
Physical capabilities, gender, Race/ethnicity, and age
What are the four dimensions of surface-level diversity that many managers use to form initial impressions
200
the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
What is The glass ceiling
200
differences such as personality and attitudes that are learned only through extended interaction with others
What is Deep-level diversity
200
This learning and effectiveness paradigm focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization.
What is access and legitimacy paradigm
300
a variety of demographic, cultural, and personal differences among an organization's employees and customers
What is Diversity
300
the access and legitimacy paradigm
What are the paradigms for managing diversity
300
defined as a mental or physical impairment that substantially limits one or more major life activities.
What is A disability
300
punishes companies for not achieving specific gender and race differences in their work forces
What is affirmative action
300
this teaches employees the practical skills they need for managing a diverse work force, skills such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.
What is skills-based diversity training
400
the degree to which group members are psychologically attracted to working with each other to accomplish a common objective
What is Social integration
400
this term refers to a work environment where (1) each member is empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves
What is organizational plurality
400
this is designed to raise employees’ awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.
What is Awareness training
400
to ensure that women have the same opportunities for development and advancement as men, companies should
What are mentoring programs
400
awareness training and skills-based diversity training
What are the two basic types of diversity training
500
this actually makes good business sense in several ways; cost savings, attracting and retaining talent and driving business growth
What is Diversity
500
focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among its primary stakeholders
What is access and legitimacy paradigm
500
the avoidance of expensive lawsuits
the improvement of marketplace understanding
increased problem-solving abilities
the ability to attract and retain a better workforce
What are the potential benefits of this diversity program
500
the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other.
What is Personality
500
diversity practices is a special kind of mentoring