Chapter 12 Diversity in Organizations

• Diversity


   refers to identity-based differences among and between two or more people1 that affect their lives as applicants, employees, and customers.
• managing diversity 


  refer to ways in which organizations seek to ensure that members of diverse groups are valued and treated fairly within organizations in all areas including hiring, compensation, performance evaluation, and customer service activities
•  Inclusion


  represents the degree to which employees are accepted and treated fairly by their organization,4 is one way in which companies demonstrate how they value diversity
• invisible social identities 


  may include sexual orientation, a hidden disability (such as a mental illness or chronic disease), mixed racial heritage, or socioeconomic status
•  glass ceiling


  The lack of advancement opportunities awarded to qualified women is an example of a major challenge that women face.
• White non-Hispanic participation in the labor force will decline by 3%. Other groups’ share of the labor force is expected to increase: Black (10.1%), Hispanic/Latino (28%), Asian (23.2%), and Other groups (i.e., multiracial, American Indian, Alaska Native, Native Hawaiian, and Other Pacific Islanders) labor force share is expected to increase by 22.2%.
• model minority myth


   is a reflection of perceptions targeting Asian people and Asian Americans that contrast the stereotypes of “conformity” and “success” of Asian men with stereotypes of “rebelliousness” and “laziness” of other minority men
• Diversity 


  refers to identity-based differences among and between two or more people1 that affect their lives as applicants, employees, and customers. These
• Strategic human resources management (SHRM) 


  is a system of activities arranged to engage employees in a manner that assists the organization in achieving a sustainable competitive advantage. SHRM practices vertically integrate with the mission and strategy of the organization while horizontally integrating human resources activities across its functional areas
•  Reverse discrimination


   is a term that has been used to describe a situation in which dominant group members perceive that they are experiencing discrimination based on their race or sex
• Title VII of the Civil Rights Act of 1964


  Created the Equal Employment Opportunity Commission with the primary role of making it illegal to discriminate against someone in the workplace due to their race, national origin, sex, disability, religion, or pregnancy status.
• Equal Pay Act of 1963


  Mandates that men and women must be given the same pay for equal work
• Title VII of the Civil Rights Act of 1964


  Created the Equal Employment Opportunity Commission with the primary role of making it illegal to discriminate against someone in the workplace due to their race, national origin, sex, disability, religion, or pregnancy status.
• Access discrimination 


  is a catchall term that describes when people are denied employment opportunities because of their identity group or personal characteristics such as gender, race, age, or other factors
• Treatment discrimination


   describes a situation in which people are employed but are treated differently while employed, mainly by receiving different and unequal job-related opportunities or rewards
• interpersonal or covert discrimination 


  that involves discrimination that manifests itself in ways that are not visible or readily identifiable, yet is serious because it can impact interpersonal interactions between employees, employees and customers, and other important workplace relationships.
• cognitive diversity hypothesis


   suggests that multiple perspectives stemming from the cultural differences between group or organizational members result in creative problem solving and innovation
• similarity-attraction paradigm and social identity theory


   hold that individuals’ preferences for interacting with others like themselves can result in diversity having a negative effect on group and organizational outcomes
• justification-suppression model 


  explains under what conditions individuals act on their prejudices
•  Cognitive diversity refers to differences between team members in characteristics such as expertise, experiences, and perspectives.
• Cognitive diversity


   refers to differences between team members in characteristics such as expertise, experiences, and perspectives.
• Social identity theory 


  suggests that when we first come into contact with others, we categorize them as belonging to an in-group (i.e., the same group as us) or an out-group (not belonging to our group)
• Schema theory 


  explains how individuals encode information about others based on their demographic characteristics