Key Terms
Diversity
Identity-based differences among and between people that affect their lives as applicants, employees, and customers.
Managing diversity
Ways organizations ensure diverse group members are valued and treated fairly — hiring, compensation, performance evalua
Valuing diversity
Showing appreciation for diversity among applicants, employees, and customers.
Inclusion
Degree to which employees are accepted and treated fairly.
Surface-level diversity
Visible characteristics.
Deep-level diversity
Nonobservable traits — values, beliefs, attitudes.
Hidden diversity
Deep-level traits that are discretionally disclosed.
Women
Approximately 47% of the workforce. Men: approximately 53%, with participation rates declining.
Glass ceiling
Invisible barrier preventing women from advancing past certain organizational levels.
Legislation protecting pregnant workers
Pregnancy Discrimination Act (PDA) and Family and Medical Leave Act (FMLA).
Black employees
Face discrimination more than other racial minorities; research suggests hiring discrimination has not declined over the
Hispanic/Latino
Highest labor participation rate of all minority groups. Culturally heterogeneous — at least 14 distinct origin groups.
Asian and Asian American
Fastest-growing ethnic group (72% growth 2000-2015). Higher median household income and education rates overall; wide va
Model minority myth
Stereotype portraying Asians as obedient and successful; used to justify disparities and limit leadership access.
Multiracial
Approximately 2% of the labor force. Racial identity can shift over time because race is a social construct, not a fixed