I/O CHAP 2

The variety of observable and unobservable similarities and differences among people

• diversity

• business

• stereotypes

• ethnocentrism

Observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender

• Deep-level Diversity

• Variety Diversity

• Surface-level Diversity

• Disparity Diversity

Individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes

• Variety Diversity

• Separation Diversity

• Deep-level Diversity

• Surface-level Diversity

Differences in position or opinion among group members reflecting disagreement or opposition—dissimilarity in an attitude or value, for example, especially with regard to group goals or processes

• Disparity Diversity

• Variety Diversity

• Separation Diversity

• Surface-level Diversity

Differences in a certain type or category, including group members’ expertise, knowledge, or functional background

• Surface-level Diversity

• Variety Diversity

• Deep-level Diversity

• Disparity Diversity

Differences in the concentration of valuable social assets or resources—dissimilarity in rank, pay, decision-making authority, or status, for example

• Surface-level Diversity

• General Differences

• Variety Diversity

• Disparity Diversity

People prefer to associate with others they perceive to be like themselves.

• Stereotypes

• variety

• ethnocentrism

• “like me” bias

A belief about an individual or a group based on the idea that everyone in a particular group will behave the same way or have the same characteristics.

• Stereotypes

•  “like me” bias

• Prejudice

• Globalization

Outright bigotry or intolerance for other groups.

• Unequal access to organizational networks

• Prejudice

• Perceived threat of loss

• Cultural Competence

If some employees perceive a direct threat to their own career opportunities, they may feel that they need to protect their own prospects by impeding diversity efforts.

• Prejudice

• Stereotypes

• Perceived threat of loss

• Unequal access to organizational networks