Personality scores were used to construct three databases of global norms. The composition of the three databases varied according to percentage of cases by global region, occupational group, applicant status, and gender of the job candidate. Comparison of personality scores across the three norms databases revealed that the magnitude of the effect of composition was small, indicating that composition, as measured, had no practical significance on the personality scores. Fit ratios and rankings from a case study of high-performing individuals from diverse cultures were used to further illustrate the results. These findings suggest that a common, or global, set of norms could be used for cross-cultural comparisons, an approach that can be refined over time by the results of validity studies on samples of culturally diverse individuals. (Contains 4 tables.)