Definition of Terms

The following terms were used throughout the study and are defined in this section for clarification.

• Diversity: Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all-inclusive and recognizes everyone and every group as part of the diversity that should be valued (Griggs, 1995).
• Diversity Initiatives: Diversity initiatives are specific activities, programs, policies and any other formal processes or efforts designed for promoting organizational culture change related to diversity (Arredondo, 1996).
• Diversity Training: Diversity training is frequently referred to as training and education to raise awareness about individual differences and about related changes in the workforce and to create behavior changes that are required to effectively manage work within a diverse workforce (Hanover, 1993; Wheeler, 1994).
• Managing Diversity: Managing diversity involves empowering or enabling employees. Managing diversity prescribes approaches that are philosophically broad enough to encompass all dimensions of diversity. Managing diversity also emphasizes managerial skills and policies needed to optimize and emphasize every employee's contribution to the organizational goals (Henderson, 1994; Thomas, 1992).
• Multinational Corporations: These are business corporations with origin in one country incorporating intent on success, focus on realities, and adaptation to conditions in several others in addition to the original country (Reynolds & Nadler, 1993).
• Valuing Diversity: Valuing diversity means being responsive to a wide range of people unlike oneself, according to any number of distinctions: race, gender, class, native language, national origin, physical ability, age, sexual orientation, religion, professional experience, and work style (Carnevale & Stone, 1994).