Multicultural Diversity in the Workplace (HC9 Modules 1–3)

A complete set of vocabulary flashcards covering multicultural diversity, cultural dimensions, and communication theories from Modules 1 to 3.

Multiculturalism

Having different ethnic or cultural groups living and interacting in a society, as well as the co-existence and respect of multiple cultures in one space.

Diversity

The identity-based differences between people, especially within a professional or organizational setting.

Culture

Shared beliefs, customs, values, and behaviors belonging to a group of people.

Ethnicity

A group of people with shared ancestry, language, and traditions.

Race

Physical characteristics, such as skin color, used to classify humans.

Nationality

Legal citizenship or the state of belonging to a specific nation.

Surface-level diversity

Diversity in characteristics that are readily visible, such as age, body size, or race.

Deep-level diversity

Diversity characteristics that are non-observable, such as attitudes, values, and beliefs.

Hidden diversity

Diversity characteristics that are deep-level but may be concealed or revealed at the individual’s discretion, such as sexual orientation.

Multicultural diversity in the workplace

The presence and interaction of individuals from different cultural backgrounds within a professional or organizational setting.

Cox and Blake

The researchers who concluded that diverse work organizations create a competitive advantage in cost structures and human resources.

Managing diversity

The process of making sure everyone in a workplace is treated fairly and respectfully, and creating inclusive environments.

Better guest satisfaction

A benefit of diversity in tourism where culturally aware staff provide more personalized and respectful service.

Expanded market reach

A benefit of diversity where businesses attract international travelers by understanding specific cultural needs.

Innovation and creativity

A benefit of diversity where diverse staff bring new ideas and solutions to a workplace.

Cultural Identity

The sense of belonging to a particular culture or ethnic group.

Stuart Hall ($1990$)

The theorist who stated that cultural identity is not fixed or singular but fluid, evolving through interaction and exposure to various cultural contexts.

Tangible (Material) Culture

Culture that includes physical objects such as food, clothing, architecture, and technology.

Intangible (Non-material) Culture

Culture that includes non-physical elements such as language, beliefs, values, norms, and customs.

Learned characteristic

A characteristic of culture meaning it is not inherited biologically but acquired through socialization.

Shared characteristic

A characteristic of culture meaning it is a collective, not individual, phenomenon.

Dynamic characteristic

A characteristic of culture meaning it evolves over time as societies change.

Symbolic characteristic

A characteristic of culture meaning it relies on things like language, art, and gestures.

Integrated characteristic

A characteristic of culture meaning it affects and is affected by all parts of life.

Ethnocentrism

The belief that one’s own culture is superior to others.

Cultural Relativism

The understanding that cultures should be judged by their own standards rather than compared to others.

Stereotype

An oversimplified, generalized, and often inaccurate belief about a group of people.

Bias

A tendency to favor or disfavor something or someone based on preconceived opinions.

Confirmation bias

The type of bias that involves seeking information that confirms one’s existing beliefs.

Explicit bias and implicit bias

Two types of bias categorized by awareness, referring to conscious versus unconscious bias.

Pakikipagkapwa

A Filipino value and concept of shared identity with others.

Geert Hofstede

The Dutch social psychologist who studied cross-cultural values using IBM employees across $70$ countries.

Hofstede’s Cultural Dimensions Theory

A theory containing $6$ dimensions used to analyze cross-cultural values.

Fons Trompenaars

The Dutch consultant and author (with Charles Hampden-Turner) who developed a model of seven ($7$) dimensions regarding relationships, time, and environment.

Edward T. Hall

The American anthropologist and founder of intercultural communication theory who introduced the concept of context in communication.

Beyond Culture ($1976$)

The book by Edward T. Hall that introduced high-context and low-context communication.

Power Distance

Hofstede’s dimension referring to the acceptance of unequal power distribution within a society.

Individualism vs. Collectivism

Hofstede’s dimension contrasting a focus on "I" versus "we."

Masculinity vs. Femininity

Hofstede’s dimension contrasting competition versus cooperation.

Uncertainty Avoidance

Hofstede’s dimension referring to a society’s tolerance for ambiguity and uncertainty.

Long-term vs. Short-term Orientation

Hofstede’s dimension contrasting goals for the future versus maintaining tradition.

Indulgence vs. Restraint

Hofstede’s dimension contrasting gratification versus control.

Universalism vs. Particularism

Trompenaars’ dimension contrasting rule-based behavior versus relationship-based behavior.

Individualism vs. Communitarianism

Trompenaars’ dimension contrasting person-focused orientation versus group-focused orientation.

Neutral vs. Emotional

Trompenaars’ dimension contrasting reserved versus expressive displays of emotion.

Specific vs. Diffuse

Trompenaars’ dimension about the separation or blending of public and private life.

Achievement vs. Ascription

Trompenaars’ dimension contrasting status that is earned versus status that is assigned.

Sequential vs. Synchronous Time

Trompenaars’ dimension contrasting linear time versus flexible time.

High-Context Communication

A communication style relying on indirect, relational, and non-verbal cues.

Low-Context Communication

A communication style relying on direct, explicit, and literal information.