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Affirmative action
purposeful steps taken by an organization to create employment opportunities for minorities and women
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Age discrimination
treating people differently (e.g., in hiring and firing, promotion, and compensation decisions) because of their age
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agreeableness
the degree to which someone is cooperative, polite, flexible, forgiving, good–natured, tolerant, and trusting
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Awareness training
training that is designed to raise employees’ awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others
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conscientiousness
the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented
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Deep–level diversity
differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are recognized only through extended interaction with others
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disability
a mental or physical impairment that substantially limits one or more major life activities
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Disability discrimination
treating people differently because of their disabilities
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disposition
the tendency to respond to situations and events in a predetermined manner
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diversity
a variety of demographic, cultural, and personal differences among an organization’s employees and customers
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Diversity audits
formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies’ diversity–related policies and procedures
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Diversity pairing
a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired so that they can get to know each other and change any stereotypical beliefs and attitudes
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Emotional stability
the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable
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extraversion
the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others
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Glass ceiling
the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
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Openness to experience
the degree to which someone is curious, broadminded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity
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Organizational plurality
a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group
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personality
the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other
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Racial or ethnic discrimination
treating people differently because of their race or ethnicity
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Sex discrimination
treating people differently because of their sex
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Skills–based diversity training
training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution
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Social integration
the degree to which group members are psychologically attracted to working with each other to accomplish a common objective
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Surface–level diversity
differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure
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