Term
|
Definition
| the ways in which people in an organization are different from and similar to one another. |
|
|
Term
|
Definition
| Easily perceived differences that may trigger certain stereotypes, but do not necessarily reflect the ways people think or feel. |
|
|
Term
|
Definition
| Differences in values, personality, and work preferences. |
|
|
Term
| Importance of Workforce Diversity |
|
Definition
| People management, organizational performance, and strategic |
|
|
Term
|
Definition
| a tendency or preference toward a particular perspective or ideology. |
|
|
Term
|
Definition
| a pre-conceived belief, opinion, or judgment toward a person or a group of people |
|
|
Term
|
Definition
| judging a person based on a prejudicial perception of a group to which that person belongs. |
|
|
Term
|
Definition
| when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice. |
|
|
Term
|
Definition
| the invisible barrier that separates women and minorities from top management positions. |
|
|
Term
|
Definition
| a process whereby an experienced organizational member (a mentor) provides advice and guidance to a less-experienced member (a protégé). |
|
|
Term
| Diversity Skills Training |
|
Definition
| specialized training to educate employees about the importance of diversity and to teach them skills for working in a diverse workplace |
|
|
Term
|
Definition
| groups made up of employees connected by some common dimension of diversity. |
|
|
