The goal of EEO legislation and regulation: a situation in which employment decisions are not affected by illegal discrimination

Actions that are repeated regularly to reinforce cultural norms and values (ex. Lunch from 12pm – 1pm, same store sales tracking)

A couple whose members both have occupational responsibilities and career issues at stake

Beliefs, feelings, and behavioral tendencies held by a person about specific objects, events, groups, issues, or people

Conduct or actions, based on race, religion, sex, national origin, age, disability, military membership or veteran status, severe or pervasive enough to create a hostile, abusive or intimidating work environment for a reasonable person

A strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past

A collection of verbal symbols that often reflect the organization’s particular culture (ex. Acronyms)

Career development programs that identify meaningful career paths for professional and technical people so that technical experts can take on future management and executive leadership roles.

A belief that all members of a specific group share certain traits

A form of gender discrimination which includes unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature

Prohibits harassment, discrimination, or segregation based on a protected class - race, color, national origin, religion and gender - in all terms and conditions of employment

Objects, actions, or events that have special meanings and enable organization members to exchange complex ideas and emotional messages (ex. titles, )

This type of coaching supports managers in mastering the fundamental principles and practices for achieving extraordinary results and empowering their staff’s success.

Holding a negative attitude toward members of a specific group

A standard used in sexual harassment suits, referring to conduct or behavior so offensive in nature that any reasonable person, regardless of sex, would agree the conduct or behavior should be illegal

- Treating people differently, either intentionally or unintentionally on the basis of their race, color, national origin, religion or gender
- Any policy or action taken related to recruiting, hiring, promotion, pay or training practices that result in a

Successful people who embody the values and character of the organization and its culture (ex. – founders of the company)

Process by which individuals progress through a series of stages in their careers, each of which is characterized by relative unique issues, themes and tasks

A prejudice that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority in a particular race

Occurs when an employee is forced to choose between giving in to a superior’s sexual demands and forfeiting an economic benefit such as a pay increase, a promotion or continued employment

Results when rules or practices are applied to all employees resulting in a different and more inhibiting effect on a protected class than on the majority (unintentional

Accounts of past events that illustrate and transmit deeper cultural norms and values

In this stage of career development, individuals assess alternative occupations, develop initial occupational choice and pursue necessary education.

This is a negative behavior based on an attitude prejudice.

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance and creates an intimidating or threatening work environment