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