An Introduction to Workplace Diversity Quiz

PDF page 136: Diversity refers to identity-based differences among and between two or more people that affect their lives as applicants, employees, and customers. These identity-based differences include such things as race and ethnicity, gender, sexual orientation, and age. Groups in society based on these individual differences are referred to as identity groups. These differences are related to discrimination and disparities between groups in areas such as education, housing, healthcare, and employment. The term managing diversity is commonly used to refer to ways in which organizations seek to ensure that members of diverse groups are valued and

PDF page 136: Diversity refers to identity-based differences among and between two or more people that affect their lives as applicants, employees, and customers. These identity-based differences include such things as race and ethnicity, gender, sexual orientation, and age. Groups in society based on these individual differences are referred to as identity groups. These differences are related to discrimination and disparities between groups in areas such as education, housing, healthcare, and employment. The term managing diversity is commonly used to refer to ways in which organizations seek to ensure that members of diverse groups are valued and

PDF page 136: Diversity refers to identity-based differences among and between two or more people that affect their lives as applicants, employees, and customers. These identity-based differences include such things as race and ethnicity, gender, sexual orientation, and age. Groups in society based on these individual differences are referred to as identity groups. These differences are related to discrimination and disparities between groups in areas such as education, housing, healthcare, and employment. The term managing diversity is commonly used to refer to ways in which organizations seek to ensure that members of diverse groups are valued and

PDF page 136: Diversity refers to identity-based differences among and between two or more people that affect their lives as applicants, employees, and customers. These identity-based differences include such things as race and ethnicity, gender, sexual orientation, and age. Groups in society based on these individual differences are referred to as identity groups. These differences are related to discrimination and disparities between groups in areas such as education, housing, healthcare, and employment. The term managing diversity is commonly used to refer to ways in which organizations seek to ensure that members of diverse groups are valued and

PDF page 136: treated fairly within organizations in all areas including hiring, compensation, performance evaluation, and customer service activities. The term valuing diversity is often used to reflect ways in which organizations show

PDF page 136: appreciation for diversity among job applicants, employees, and customers. Inclusion, which represents the

PDF page 136: degree to which employees are accepted and treated fairly by their organization, is one way in which companies demonstrate how they value diversity. In the context of today’s rapidly changing organizational environment, it is more important than ever to understand diversity in organizational contexts and make progressive strides toward a more inclusive, equitable, and representative workforce. Three kinds of diversity exist in the workplace (see Table 5.1). Surface-level diversity represents an

PDF page 136: degree to which employees are accepted and treated fairly by their organization, is one way in which companies demonstrate how they value diversity. In the context of today’s rapidly changing organizational environment, it is more important than ever to understand diversity in organizational contexts and make progressive strides toward a more inclusive, equitable, and representative workforce. Three kinds of diversity exist in the workplace (see Table 5.1). Surface-level diversity represents an

PDF page 136: degree to which employees are accepted and treated fairly by their organization, is one way in which companies demonstrate how they value diversity. In the context of today’s rapidly changing organizational environment, it is more important than ever to understand diversity in organizational contexts and make progressive strides toward a more inclusive, equitable, and representative workforce. Three kinds of diversity exist in the workplace (see Table 5.1). Surface-level diversity represents an

PDF page 136: individual’s visible characteristics, including, but not limited to, age, body size, visible disabilities, race, or sex. A collective of individuals who share these characteristics is known as an identity group. Deep-level diversity

PDF page 136: individual’s visible characteristics, including, but not limited to, age, body size, visible disabilities, race, or sex. A collective of individuals who share these characteristics is known as an identity group. Deep-level diversity

PDF page 137: Surface- Diversity in the form of characteristics of individuals that are readily visible including, but level not limited to, age, body size, visible disabilities, race or sex. diversity

PDF page 136: includes traits that are nonobservable such as attitudes, values, and beliefs. Hidden diversity includes traits

PDF page 137: Deep-level Diversity in characteristics that are nonobservable such as attitudes, values, and beliefs, diversity such as religion.

PDF page 137: Deep-level Diversity in characteristics that are nonobservable such as attitudes, values, and beliefs, diversity such as religion.

PDF page 137: Hidden Diversity in characteristics that are deep-level but may be concealed or revealed at diversity discretion by individuals who possess them, such as sexual orientation.

PDF page 136: includes traits that are nonobservable such as attitudes, values, and beliefs. Hidden diversity includes traits