Pleased to meet you
Hi, I am Dr. Orit Reiter, a senior Industrial-Organizational Psychologist, focusing on employee screening, managerial assessment, development of assessment processes, training and workshops for organizations and specializing in diversity and multicultural employment environments.
25 years of rich and varied experience in screening, assessment and selection. I specialize in the development of screening procedures, the establishment of assessment centers, the diagnosis and assessment of senior managers and the development of managerial skills.
I am happy to offer services in a variety of these areas and am committed to maintaining high professional standards and accurately addressing the customers’ unique needs in every project.
Deeply familiar with the public sector and with a variety of security organizations and agencies. I managed managerial potential assessment in an Israeli Security Agency and was involved in the management of different screening and assessment processes for various organizational levels for the Israeli Police.
I see great value in the integration and promotion of diverse populations and communities in the workforce (Ultra-Orthodox, Arab, new immigrants, the Ethiopian community, etc.). The value of diversity within an organization goes beyond social and ethical, it brings economic value as well.
For the past several years I have been involved in initiatives related to multicultural work environments. My doctoral research was on Cultural Intelligence and its impact on performance in culturally diverse work environments.
I have a Ph.D. from Haifa University, a Master’s degree in social/Industrial psychology and a Bachelor’s degree in Psychology, both from Tel Aviv University (graduated with honors). I have also completed a management program at the Harvard Extension School.
In addition, I teach both postgraduate and undergraduate college courses in the field of occupational and organizational psychology.
Areas of Practice
Assessment and Selection
- Development of assessment centers and evaluation processes
- Assessment and evaluation for senior management potential (C-level)
- Development of assessment tools and simulations
- Online/Remote assessment and screening
- Assessment center management
- Management consulting in the areas of human resource assessment, development and training
Diversity and Multi-cultural Inclusion
- Development of dedicated assessment processes for specific populations (e.g. Ultra Orthodox, Arab)
- Development of training programs for bridging cross cultural gaps in the work environment
- Personal development, occupational support and empowerment of personnel in a non-native cultural work environment
- Preparation for effective personal integration in the cross-cultural work environment
Personal Development and Guidance
- Development of workshops, tailored per the organization’s needs
- Managerial development
- Personal consulting, personal development and empowerment
- Preparations for assessment processes
- Acquisition of managerial skills and toolset
- Interview skills workshops
Customers and Projects
Awards and Recognition
Haifa University, Faculty of Welfare and Health Sciences – Distinguished Service Award for 2025
My journey began with a doctoral thesis on the topic of Cultural Intelligence (CQ) and continues today through the practical application of this research as an occupational-organizational psychologist, supporting individuals and organizations.
I find deep meaning in work that bridges between different groups within Israeli society, especially in times like these, with the growing social polarization.
Through the PARDES program, which integrates members of the ultra-Orthodox Jewish community into the Israeli intelligence and security agencies, I have the privilege of helping prove, on a daily basis, how far one can go, not only to dream but to actually fulfill those dreams.
The Faculty Award was granted alongside ten other inspiring women, each recognized for her special social and professional impact. To quote Merav Leshem Gonen, who spoke so beautifully during the ceremony: "What matters most is not the certificate (teuda in Hebrew), but the resonance (tehuda)."
My heartfelt thanks to the Faculty, to the Department of Human Services, to Professor Gil Luria-my doctoral advisor and to all the partners along the way!
Diversity and multicultoral work enviorements - Articles and interviews
Proud to take part in Pardes project aimed at the integration of ultra-Orthodox men in security organizations. An article about the program was published in "Yediot Ahronot".
To the full article (in Hebrew) >>
I was interviewed for and Item in the channel 12 News about a project I'm part of, a project dedicated to the integration of ultra-Orthodox men in security organizations.
To the full item (in Hebrew) >>
What is Cultural Intelligence?
How does it affect the performance in culturally diverse work teams?
How is it related to the job of the organizational psychologist?
I gave an interview to 'The Marker', an Israeli business newspaper published by the Haaretz group. In the interview I talk about the importance and influence of cultural Intelligence within organizations.
To the full interview in Hebrew >>
An article on this topic based on my doctoral research was published in the journal of the Israeli Psychological Association.
Here is the Abstract:
This study examines the ways Cultural Intelligence (CQ), the individual's capability to function effectively in culturally diverse situations, affects performance. It focuses on advice-network centrality as a practical expression of work-dynamics in multicultural teams. Centrality in the advice network can enhance one’s chances of succeeding. Moreover, diversity climate will moderate the relationship between CQ and the advice-network centrality. The relationships among these variables were studied with a sample of 321 employees from 36 multicultural teams. Findings showed that advice-network centrality mediates between CQ and employee performance. There was a significant interaction between diversity climate and the relationship between CQ and advice-network centrality. Findings contribute to understanding mediators and moderators of relations between CQ and performance, and implications for understanding multicultural work environments.