ORG 3310 Chaper 3

Culture Fit vs. Culture Add

Culture fit tends to hire demographically/socioeconomically similar people, while culture add hires individuals with unique perspectives that enrich company culture.

Diversity

The set of organizational practices used to include and involve individuals from a variety of backgrounds and demographics.

Inclusion

Creating an environment where every individual feels a sense of belonging, is actively heard, valued, and empowered to reach their full potential.

Employee Engagement

The state of emotional commitment and connection where employees actively align their efforts to drive organizational goals and innovation.

Internal Diversity

Inherent characteristics an individual is born with, such as race, ethnicity, age, gender identity, sexual orientation, and physical or mental abilities.

External Diversity

Acquired personal characteristics, such as education level, religious beliefs, marital status, socioeconomic background, and work experiences.

Worldview Diversity

Conceptual perspectives and philosophies regarding external society, including political views, moral values, and life outlooks.

Unconscious Bias

Underlying mental shortcuts, social stereotypes, or implicit attitudes formed outside conscious awareness that shape judgments and actions.

EEOC (Equal Employment Opportunity Commission)

The federal administrative agency charged with enforcing federal employment anti-discrimination laws.

Title VII of the Civil Rights Act of 1964

Federal law prohibiting employment discrimination based on race, color, religion, sex, or national origin for employers with 15+ employees.

Bona Fide Occupational Qualification (BFOQ)

A legal attribute or qualification that employers may legitimately consider when hiring if strictly necessary to normal business operations.

Age Discrimination in Employment Act (ADEA)

Federal law protecting workers age 40 and older from employment discrimination for employers with 20+ workers.

Americans with Disabilities Act (ADA)

Federal law prohibiting employment discrimination against qualified individuals with physical or mental disabilities.

Reasonable Accommodation

Any appropriate modification to a workplace environment or job routine enabling a qualified individual with a disability or religious practice to perform essential job duties.

Undue Hardship

Significant difficulty or expense incurred by an employer that excuses them from providing a specific accommodation under the ADA.

Equal Pay Act of 1963

Federal law mandating equal pay for men and women performing substantially equal work requiring equal skill, effort, and responsibility.

Genetic Information Nondiscrimination Act (GINA)

Federal law prohibiting employment discrimination based on an individual's genetic information or family medical history.

Bostock v. Clayton County (2020)

Supreme Court ruling establishing that Title VII's sex discrimination prohibition explicitly protects LGBTQ+ workers.

USERRA

Federal law protecting military service members, National Guard, and reservists from civilian employment discrimination and guaranteeing reemployment rights.

Family and Medical Leave Act (FMLA)

Federal law requiring employers with 50+ workers to grant up to 12 weeks of unpaid, job-protected leave per year for qualifying family events.

Quid Pro Quo Sexual Harassment

Harassment where employment benefits, raises, or continued employment are explicitly or implicitly conditioned on submitting to sexual favors.

Hostile Work Environment

Workplace harassment characterized by unwelcome, severe, or pervasive sexual behavior that creates an intimidating, offensive, or abusive working atmosphere.

Power and Privilege

Societal systems of advantage based on race, gender, sexual orientation, or socioeconomic status that grant unearned benefits to dominant groups.

Components of a D&I Plan

The six core steps to establish a diversity plan: (1) Define D&I, (2) Conduct needs assessment, (3) Establish values/mission, (4) Set goals, (5) Design actionable objectives, and (6) Determine accountability and metrics.

EEO-1 Report

An annual mandatory compliance survey submitted to the EEOC by employers with 100+ employees (or 50+ for federal contractors) detailing demographic workforce data.

Pregnancy Discrimination Act (1978)

An amendment to Title VII requiring employers to treat pregnancy, childbirth, and related medical conditions as temporary disabilities with reasonable accommodations.

Retaliation Protection

EEOC mandate making it illegal for employers to punish, fire, demote, or harass an applicant or employee for filing a discrimination charge or participating in an investigation.

English-Only Rules

EEOC regulation stating that employers can only require employees to speak English if there is an overriding, legitimate business necessity for safe and efficient operations.

CEO Action for Diversity and Inclusion

A major initiative pledged by over 2,000 Fortune 500 CEOs to advance workplace D&I through open dialogue, unconscious bias training, best practice sharing, and board engagement.

D&I Council

An internal advisory committee composed of leaders and employees focused on guiding D&I vision, establishing accountability, and monitoring engagement initiatives across departments.