Diversity, Equity & Inclusion Competency

Question 1

Legacy Diversity

Answer 1

Generally, traits that are easily recognizable and visible, such as external physical characteristics. Culture, ethnicity/race, nationality, gender, physical attributes, age, and language are all examples of legacy diversity traits.

Question 2

Experiential Diversity

Answer 2

Diversity based on lived experiences, for example, where an employee grew up, where they went to school, and other life experiences (family, hobbies, interests). Employees with similar or shared experiences can form connections and work well together. At the same time, these bonds can result in the formation of cliques, which can have an exclusionary effect in some cases.

Question 3

Thought Diversity

Answer 3

Diversity based on different perspectives, resulting from education and socioeconomic background. Introducing thought diversity can help guard against “group think,” inject new insights into decision making, and help identify prime candidates to tackle urgent problems and issues.

Question 4

6 Steps to DE&I

Answer 4

Educate Leaders
Form and inclusion council
Celebrate employee differences
Listen to employees
Hold more effective meetings
Communicate goals and measures

Question 5

Covering & its 4 Dimensions

Answer 5

Is a defensive behavior that occurs when an organization recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion. The subtle (if unintended) message to recruits is “you are welcome despite of who you are, not because of who you are.”

1. Appearance
2. Affiliation
3. Advocacy (avoidance of)
4. Association

Question 6

Cultural Taxation

Answer 6

refers to the additional workload generated for members of an underrepresented group due to their requested participation in DE&I efforts. Most of this work is unpaid, and it can represent a major additional source of work and stress