| adverse (or disparate) impact | The effect of a policy or practice that appears neutral but has a significant and unintentional negative influence on one or more protected groups.
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| affirmative action | Policies and practices to assist members of protected groups that are underrepresented in the organization.
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| aptitude test | A selection method that measures a person's potential ability, such as general intelligence and finger dexterity.
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| contingent work | Any work arrangement in which the individual does not have an explicit or implicit contract for long-term employment, or one in which the minimum hours of work can vary in a nonsystematic way.
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| deep-level diversity | Differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes.
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| employee orientation | The organization's systematic process of helping new employees make sense of and adapt to the work context.
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| employer brand | The package of functional, economic, and psychological benefits provided by employment and identified with the company as an employer.
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| employment discrimination | Any situation in which some people have a lower probability of being hired, promoted, financially rewarded, or receiving valuable training and development opportunities due to non–job-related demographic characteristics.
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| human resource (HR) planning | The process of ensuring that the organization has the right kinds of people in the right places at the right time.
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| job analysis | The systematic investigation and documentation of duties performed, tools and equipment involved, conditions surrounding work, and competencies required by job incumbents to perform the work.
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| patterned behavior description interview | A structured employment interview method that asks applicants to recall specific incidents in the past and describe how they handled the situations.
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| personality | The relatively stable pattern of behaviors and consistent internal states that explains a person's behavioral tendencies.
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| realistic job preview (RJP) | Giving job applicants a balance of positive and negative information about the job and work context.
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| recruitment | A set of activities that improves the number and quality of people who apply for employment and the probability that qualified and compatible applicants will accept employment offers.
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| reliability | How consistently a selection method measures a person's characteristics.
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| selection | The process of deciding which job applicants will make the most suitable employees.
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| surface-level diversity | Observable demographic or physiological differences in people, such as their race, ethnicity, gender, age, and physical disabilities.
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| validity | How well a selection method predicts an applicant's suitability as an employee.
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| Work-sample test | A selection method that requires job candidates to demonstrate their behavior and performance in a real-time situation.
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| workforce diversity | Differences in the demographic, cultural, and personal characteristics of employees.
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