What are some characteristics of surface-level diversity?
Surface-level diversity includes traits that are highly visible to us and those around us, such as race, gender, and age. Researchers believe that people pay attention to surface diversity because they are assumed to be related to deep-level diversity, which includes values, beliefs, and attitudes.
Which of the following is an example of surface-level diversity?
Examples of surface-level diversity include age, gender, race/ethnicity, and physical capabilities etc. A team of men and women of different ethnic backgrounds, age, and physical capabilities work for a TV show which involves decorating gardens in a very short time frame.
Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
Which of the following biological characteristics is a potent variable in explaining turnover?
37) Which of the following biological characteristics is a potent variable in explaining turnover? Explanation: A) Tenure is also a potent variable in explaining turnover. The longer a person is in a job, the less likely she is to quit.
Which of the following is not a component of comprehensive workforce programs encouraging diversity *?
Answer and Explanation: The answer is “none of the above”, all of the answer choices given are possible components of comprehensive workforce programs encouraging diversity.
What is surface-level diversity?
Surface-level or demographic diversity refers to the extent to which a unit is heterogeneous on characteristics such as age, gender, ethnicity, functional background, and organizational tenure (Lawrence, 1997; Tsui, Egan, & Xin, 1995).
How do you meet diverse needs in the classroom?
7 things you can do to teach diverse learners
5 Best Practices for Serving Diverse Customers
What is a diversity strategy?
Workplace diversity strategies aim to increase the number of minorities and people of different cultures and backgrounds who work for a business. Increasing diversity in a workplace through a diversity strategy not only helps a small business’ public perception but also proves essential to success in a global society.
Who should be on a diversity committee?
A DEI committee is most successful when the leadership team is on board with the initiative. Any role can start a DEI committee as long as there is support and buy-in from leadership. We recommend that at least one company leader or senior team member “champions” the initiative.
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