Diversity and Inclusion in the Workplace

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Across
  1. 2. Negative outcome of diversity
  2. 6. Programs that provide equal opportunities in hiring and promotion regardless of employees' social identities.
  3. 9. A climate where employees feel that their social identities are valued and celebrated.
  4. 11. Climate that emphasizes the value and celebration of employees' social identities.
  5. 12. Theory suggesting that individuals within organizations collectively construct meaning from signals, thereby developing a shared understanding of valued behaviors, support systems, and incentives within the organizational context.
Down
  1. 1. Programs that acknowledge and embrace employees' differences, valuing the insights, skills, and experiences associated with their identity groups.
  2. 3. Set of shared perceptions regarding the policies, practices and procedures that an organization rewards, supports and expects
  3. 4. A climate that indicates that an employee's personal identity is affirmed.
  4. 5. A climate that reflects employees' perceptions and interpretation of “the extent to which their organizations value diversity”
  5. 7. Theory that conceptualizes how actions convey information about organizational values and priorities, particularly in the realm of human resources
  6. 8. Climate that focuses on individual merit and performance rather than demographic attributes.
  7. 10. They need to be high for diversity to have a positive impact on productivity.