Chapter 4: Managing Diversity (Week 4)

Front 1

Workforce Diversity:

Back 1

The ways in which people in an organization are different from and similar to one another.

Front 2

Surface-Level Diversity:

Back 2

Easily perceived differences that may trigger certain stereotypes, but that do not necessarily reflect the ways people think or feel.

Front 3

Deep-Level Diversity

Back 3

Differences in values, personality, and work preferences.

Front 4

Race:

Back 4

The biological heritage that people use to identify themselves.

Front 5

Ethnicity:

Back 5

Social traits that are shared by a human population.

Front 6

Bias:

Back 6

A tendency or preference toward a particular perspective or ideology.

Front 7

Prejudice:

Back 7

A preconceived belief, opinion, or judgement toward a person or a group of people.

Front 8

Stereotyping:

Back 8

Judging a person based on a perception of a group to which that person belongs.

Front 9

Discrimination:

Back 9

when someone acts out their prejudical attitudes toward people who are the targets of their prejudice.

Front 10

Glass Ceiling:

Back 10

The invisible barrier that separates women and minorities from top managment positions.

Front 11

Mentoring:

Back 11

A process whereby an experienced organizational member provides advice and guidance to a less experienced menber.

Front 12

Diversity Skills Training:

Back 12

Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace.

Front 13

Employee Resource Groups:

Back 13

Groups made up of employees connected by some common dimension of diversity.