Diversity, Equity, and Inclusion

Question 1

The similarities and differences between individuals, accounting for all aspects of one’s personality and individual identity

Answer 1

Diversity

Question 2

Traits that are easily recognizable and visible - culture, race, gender, age. nationality, etc.

Answer 2

Legacy Diversity

Question 3

Diversity based on lived experiences - where someone grew up, went to school, family, etc.

Answer 3

Experiential Diversity

Question 4

Diversity based on different perspectives, resulting from education and socioeconomic background

Answer 4

Thought Diversity

Question 5

Extent to which each person in an org feels welcomed, respected, supported, and valued

Answer 5

Inclusion

Question 6

Providing additional resources to those who need them to take fair advantage of opportunities within a company

Answer 6

Equity

Question 7

Benefits of DE&I

Answer 7

• improved creativity and innovation
• recruitment and retention
• market strengths
• branding
• global integration and local differentiation
• increased revenue

Question 8

Strategic value of DE&I

Answer 8

Capturing talent, understanding markets, diverse perspective for innovation, knowing how to pitch products, knowing how to generate employee commitment

Question 9

6 Basic steps to DE&I

Answer 9

1. Educate your leaders
2. Form an inclusion council
3. Celebrate employee differences
4. Listen to employees
5. Hold more-effective meetings
6. Communicate goals and measure progress

Question 10

How DE&I can gain commitment at an org’s highest level

Answer 10

By demonstrating its ability to play a critical role in achieving core business goals

Question 11

Voluntary group for employees who share a particular diversity dimension - social network and support group, career development resource, advocacy group

Answer 11

Employee Resource Group (ERG)

Question 12

Model empathy and be ambassadors for change, advocating for people who are underrepresented, working to correct uneven opportunities

Answer 12

Allyship

Question 13

An individual feeling that they are able to speak up, question, ask for help, and admit mistakes

Answer 13

Psychological Safety

Question 14

Pervasive and universal, everyone has some form

Answer 14

Unconscious Bias

Question 15

Assumptions made based on shared/similar experiences

Answer 15

Affinity Bias

Question 16

Subtle, common, and quick insults and behaviors that convey negative or hostile messaging toward certain marginalized groups

Answer 16

Microaggressions

Question 17

Feeling that success is due to luck, not hard work or skill, can leave individuals feeling unfit for their current role

Answer 17

Imposter syndrome

Question 18

Defensive behavior that occurs when an org recruits a diverse workforce, but promotes assimilation rather than inclusion

Answer 18

Covering

Question 19

Additional workload generated for members of an underrepresented group due to their requested participation in DE&I efforts

Answer 19

Cultural Taxation

Question 20

What type of culture instills psychological safety and helps prevent imposter syndrome?

Answer 20

Culture of empowerment, accountability, courage, and humility

Question 21

Measurement that assesses how we did, what went well, what didn’t, and why

Answer 21

Process Measurement

Question 22

Measurement that assesses the difference the initiative made to the org

Answer 22

Results Measurement

Question 23

DE&I Metrics

Answer 23

• gender diversity
• racial diversity
• retention rates for diverse employees
• SHRM empathy index
• diversity of external stakeholders

Question 24

5 Different components used to assess inclusion in the workplace for SHRM empathy index

Answer 24

1. belonging
2. inclusion
3. openness
4. conflict management
5. non-discriminatory practices

Question 25

Purpose of a diversity pay audit

Answer 25

To determine if particular sets of individuals are paid less on average than others, to identify and address these pay gaps

Question 26

Disclose the results of a pay audit - salary paid to similar positions examined through the lens of dimensions of diversity

Answer 26

Pay equity reports

Question 27

Publishing pay scales, helps employees feel their pay is equitable throughout the workforce and helps minimize pay gaps between groups

Answer 27

Pay transparency