Inclusion & Diversity Competency Flashcards by Phillip Brittain

T/F
Diversity includes both similarities and differences between individuals.

TRUE

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T/F
All organizations apply diversity using the same universal standards and definitions.

False — Diversity applications may vary by organization and country.

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T/F
Diversity can include dimensions such as race, religion, thought, and gender.

TRUE

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T/F
Viewing diversity only as a legal requirement is considered a strategic approach.

False — That is a defensive approach; a strategic view sees diversity as a competitive asset.

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T/F
HR professionals working globally must understand the diversity laws of each country they operate in.

TRUE

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T/F
Thought diversity refers to the range of salaries individuals bring to the organization.

False — Thought diversity refers to the unique perspectives individuals bring.

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❓What is the SHRM definition of diversity?
A. The variety of legal protections for marginalized workers
B. The ethical treatment of underrepresented groups
C. The similarities and differences between individuals, including all aspects of personality and identity
D. The hiring process for global organizations

C. The similarities and differences between individuals, including all aspects of personality and identity

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❓Which of the following is not typically included in an expanded view of diversity?
A. Age
B. Ethnic background
C. Thought
D. Salary level

D. Salary level

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❓What does a strategic approach to diversity focus on?
A. Avoiding lawsuits
B. Meeting ethical quotas
C. Using diversity as a competitive advantage
D. Reducing hiring costs
Back:

C. Using diversity as a competitive advantage

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T/F
❓Why must global HR professionals understand local diversity laws?
A. To promote hybrid work globally
B. Because laws prohibiting employment discrimination vary by country
C. To create company-wide ethics standards
D. To reduce payroll costs

B. Because laws prohibiting employment discrimination vary by country

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❓What does the term “thought diversity” refer to?
A. Legal restrictions on religious speech
B. Diverse opinions on pay equity
C. Unique perspectives that individuals bring to an organization
D. Ways employees communicate across generations

C. Unique perspectives that individuals bring to an organization

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T/F
Legacy diversity includes traits like age, gender, and physical attributes.

TRUE

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T/F
Experiential diversity refers to visible physical traits like language and race.

False — Those are traits of legacy diversity.

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T/F
Thought diversity stems from differences in education and socioeconomic background.

TRUE

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T/F
Employees who share experiential diversity may form strong bonds that always improve inclusion.

False — These bonds can also create cliques and lead to exclusion.

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T/F
One benefit of thought diversity is preventing groupthink.

TRUE

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❓Which of the following is an example of legacy diversity?
A. Where someone went to school
B. Socioeconomic background
C. Physical attributes
D. Hobbies and interests

C. Physical attributes

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❓What is experiential diversity based on?
A. Political views
B. External characteristics
C. Lived experiences such as upbringing and interests
D. Workplace performance

C. Lived experiences such as upbringing and interests

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❓Which of the following best defines thought diversity?
A. Differences in nationality and gender
B. Diversity resulting from hobbies and personal interests
C. Differences in perspective from education and economic status
D. Cultural and racial differences

C. Differences in perspective from education and economic status

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❓Which type of diversity can unintentionally lead to the formation of cliques?
A. Thought diversity
B. Legacy diversity
C. Experiential diversity
D. None of the above

C. Experiential diversity

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❓How does thought diversity benefit an organization?
A. Promotes visual representation of identity
B. Prevents groupthink and supports better problem-solving
C. Increases physical diversity on teams
D. Ensures uniform thinking across departments

B. Prevents groupthink and supports better problem-solving

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T/F
CAN YOU MAKE SOME T/F AND MULTIPY CHOICE FLASH CARDS FOR THE FOLLOWING INFORMATION

False — That’s the question asked by diversity. Inclusion asks how people are made to feel welcome and valued.

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T/F
An inclusive culture values and recognizes everyone’s talents, skills, and perspectives.

TRUE

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T/F
According to SHRM, inclusion means that everyone in an organization is treated exactly the same.

False — Inclusion is about people feeling welcomed, respected, supported, and valued, not uniform treatment.

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T/F Inclusiveness can foster collaboration and flexibility in the workplace.

TRUE

T/F Diversity leads to inclusion in the workplace.

False — Inclusion leads to diversity as a byproduct.

❓Which of the following best defines inclusion according to SHRM? A. Ensuring everyone is promoted equally B. Recruiting from underrepresented groups C. Making each person feel welcomed, respected, supported, and valued D. Giving special benefits to diverse groups

C. Making each person feel welcomed, respected, supported, and valued

❓What is the main focus of inclusion in an organization? A. Identifying gaps in recruitment B. Improving customer service C. Creating a culture that recognizes and appreciates everyone’s contributions D. Mandating uniformity in workplace behavior

C. Creating a culture that recognizes and appreciates everyone’s contributions

❓Which of the following is a strategic benefit of an inclusive workplace? A. Lower salary costs B. Attracting and retaining talent C. Avoiding legal claims D. Standardizing all roles

B. Attracting and retaining talent

❓How does an inclusive workplace contribute to fairness? A. By assigning everyone identical tasks B. Through policies that prioritize profits C. By fostering collaboration and flexibility among employees D. By separating teams by identity group

C. By fostering collaboration and flexibility among employees

❓What is the relationship between diversity and inclusion? A. Inclusion is a legal requirement; diversity is not B. Inclusion is the result of diversity C. Diversity is the byproduct of effective inclusion D. Diversity and inclusion are unrelated

C. Diversity is the byproduct of effective inclusion

T/F In an HR context, equity means giving everyone the exact same resources regardless of need.

False — Equity means providing additional resources to those who need them to take fair advantage of opportunities.

T/F Equality and equity are interchangeable terms that refer to equal rights and opportunities.

False — Equality is about equal rights, while equity is about fairness based on individual needs.

T/F In finance, equity usually refers to ownership.

TRUE

T/F One goal of equity in the workplace is to break down demographic barriers that prevent employees from reaching their full potential.

TRUE

T/F Wage equity and skills-based hiring are tools that organizations can use to promote equity.

TRUE

❓What question does equity ask in the workplace context? A. Who do we hire? B. How do we create uniform benefits? C. How do we ensure everyone has the same ability to contribute to their fullest potential? D. How do we divide responsibilities equally?

C. How do we ensure everyone has the same ability to contribute to their fullest potential?

❓In hiring, what does equity typically mean? A. Hiring only from underrepresented groups B. Providing the same tools to all employees C. Providing additional resources to those who need them D. Promoting based on tenure only

C. Providing additional resources to those who need them

❓Which of the following best describes the difference between equality and equity? A. Equality is subjective; equity is objective B. Equity is about rights; equality is about fairness C. Equality gives everyone the same thing; equity gives people what they need D. Equality is for pay; equity is for culture

C. Equality gives everyone the same thing; equity gives people what they need

❓Which of the following is an example of promoting equity in the workplace? A. Offering identical benefits packages to all employees B. Giving everyone the same training regardless of role C. Providing additional training to minority employees to address bias D. Promoting based only on seniority

C. Providing additional training to minority employees to address bias

❓What is the main goal of equity in the workplace? A. To reduce company expenses B. To ensure fairness through standardized treatment C. To empower all employees to perform at their best D. To eliminate pay raises

C. To empower all employees to perform at their best

T/F Diversity, equity, and inclusion must work together to create an organization where everyone can contribute fully.

TRUE

T/F The value of diversity is realized by focusing primarily on majority groups within the organization.

False — Value is realized when everyone feels included, not just the majority.

T/F Diversity can lead to improved innovation because of the discomfort and new perspectives it introduces.

TRUE

T/F Without diversity, an organization still maintains a strong competitive advantage.

False — A lack of diversity creates a competitive disadvantage.

T/F False — A lack of diversity creates a competitive disadvantage.

False — I&D must be a full-fledged, organization-wide strategic initiative.

T/F A diverse workforce helps organizations identify new market segments and develop customer-driven products.

TRUE

T/F Inclusive branding has no measurable impact on business performance.

False — It can enhance marketing, brand image, and market reach.

T/F Workplace I&D contributes to long-term revenue growth and profitability.

TRUE

❓What is one way diversity improves creativity and innovation? A. Reducing the number of ideas presented B. Reinforcing cultural uniformity C. Encouraging employees to avoid conflict D. Introducing discomfort that promotes deeper thinking and openness

D. Introducing discomfort that promotes deeper thinking and openness

❓What strategic benefit does a diverse workforce bring to marketing? A. Lower advertising costs B. Easier product pricing C. Improved understanding of customer segments D. Standardized messaging across all cultures

C. Improved understanding of customer segments

❓According to Gardenswartz and Rowe, what is one strategic value of diversity? A. Avoiding internal promotions B. Capturing talent and utilizing diverse perspectives C. Mandating cultural uniformity D. Reducing employee input in marketing decisions

B. Capturing talent and utilizing diverse perspectives

❓Which of the following is a business benefit of I&D? A. Reduced employee communication B. Decreased focus on individual needs C. Greater long-term value and profitability D. Fewer job applications from minority candidates

C. Greater long-term value and profitability

❓How should organizations implement successful I&D strategies? A. Through individual manager decisions B. As a team-led informal initiative C. Through a top-down, organization-wide strategic process D. By creating one-time diversity training sessions

C. Through a top-down, organization-wide strategic process

❓Why is I&D increasingly important in the global workforce? A. Labor markets have stabilized and require fewer HR policies B. Cultural evolution and emerging markets are simplifying talent management C. Global shifts such as immigration and tech advancements create complex environments D. Fewer people are interested in organizational values

C. Global shifts such as immigration and tech advancements create complex environments

T/F CAN YOU MAKE SOME T/F AND MULTIPY CHOICE FLASH CARDS FOR THE FOLLOWING INFORMATION

TRUE

T/F Multicultural organizations are less innovative due to conflicting perspectives.

False — Multicultural organizations benefit from more innovation and creativity through diverse perspectives.

T/F A multilingual workplace can help bridge communication gaps between employees, customers, and vendors.

TRUE

T/F Multitalented employees are always easy to retain because of their broad skillsets.

False — Retention can be challenging if these employees feel unchallenged.

T/F Gender diversity helps foster innovation and diverse idea exchange.

TRUE

T/F Encouraging multilingualism in the workplace can reduce employee engagement and retention

False — It can improve engagement and retention by offering new skills and ways of thinking.

❓Which of the following is a key benefit of a multigenerational workforce? A. Less collaboration due to age gaps B. Higher turnover among younger employees C. Cross-generational learning and idea sharing D. Uniform expectations across all age groups

C. Cross-generational learning and idea sharing

❓Why is a multicultural workplace beneficial? A. It reduces the need for international expansion B. It provides limited perspectives on customer preferences C. It allows insights into new markets and diverse customer needs D. It simplifies decision-making

C. It allows insights into new markets and diverse customer needs

❓What is a benefit of a multilingual environment? A. Decreased internal communication B. Stronger international collaboration and customer service C. Fewer engagement opportunities D. Increased reliance on external translators

B. Stronger international collaboration and customer service

❓What challenge might multitalented employees present? A. They struggle to adapt to change B. They dislike team collaboration C. They may become disengaged if unchallenged D. They require less training and development

C. They may become disengaged if unchallenged

❓How can multigendered workplaces benefit organizations? A. Decreased diversity in thought B. Increased innovation and ability to attract diverse talent C. Simplified hiring process D. Lower workforce engagement

B. Increased innovation and ability to attract diverse talent

T/F I&D must be treated as a strategic priority to gain the necessary organizational commitment and resources.

TRUE

T/F A generalized goal is enough to overcome resistance to I&D initiatives.

False — A strategic plan is required to overcome resistance and drive change.

T/F Implementing I&D across a global organization is simple and does not require tailored approaches.

False — Global I&D requires addressing local filters, complexity, and unique challenges.

T/F A successful inclusion council should consist of employees from the same background to promote cohesion.

False — The council should be diverse across many dimensions of identity.

T/F Psychological safety and unconscious bias training are essential components of an inclusive culture.

TRUE

What are the three main reasons why I&D requires a strategic approach? A. Budget, branding, and benefits B. Diversity, equity, and inclusion C. Priority, complexity, and resistance D. Culture, talent, and growth

C. Priority, complexity, and resistance

What should be included in an I&D strategic plan? A. Inspirational quotes B. General employee feedback C. Defined goals and steps linked to business functions D. Uniform global policies

C. Defined goals and steps linked to business functions

Which SHRM-recommended step helps employees feel seen and appreciated for their unique backgrounds? A. Hold more meetings B. Celebrate employee differences C. Mandate uniform dress code D. Assign anonymous project teams

B. Celebrate employee differences

Which of the following helps leadership teams directly support I&D efforts? A. Weekly newsletter B. Inclusion council C. Anonymous feedback box D. Centralized training modules only

B. Inclusion council

Which factor helps measure the success of I&D goals and guide course corrections? A. Department size B. Budget increases C. SMART goals and data tracking D. Monthly holiday celebrations

C. SMART goals and data tracking

Which of the following is NOT listed as a critical success factor for I&D? A. Executive sponsorship B. Preferred gender pronouns C. Performance-based pay raises D. Psychological safety

C. Performance-based pay raises

T/F I&D will only gain top-level commitment if it supports the achievement of core business goals.

TRUE

T/F Making the case for I&D only requires stating that diversity is good for innovation.

False — A strong business case must be linked to the organization’s specific mission and challenges.

T/F Diversity strategies must stay the same even as a company’s core business strategy changes.

False — I&D should be realigned with evolving business goals and leadership changes.

T/F Once executive champions of I&D leave the organization, all progress is typically lost.

False — Strategic alignment ensures I&D efforts continue even after leadership changes.

What must I&D advocates do to secure leadership buy-in? A. Provide standard training materials on diversity B. Present a generic argument about diversity’s benefits C. Link I&D efforts to the organization’s mission and business goals D. Focus only on legal compliance

C. Link I&D efforts to the organization’s mission and business goals

❓What was the key lesson from the 1940s beverage company case study? A. That diverse teams increase product quality B. That targeting niche groups rarely works C. That diversity integrated into strategy can drive market leadership D. That leadership turnover weakens diversity goals

C. That diversity integrated into strategy can drive market leadership

Which of the following challenges can diversity initiatives help address? A. Budget cuts B. Aging workforce C. Currency fluctuations D. Remote work policies

B. Aging workforce

Why must I&D strategies be flexible and adaptive over time? A. To improve employee satisfaction surveys B. Because employee performance reviews change C. Because core business strategies and leadership evolve D. To simplify onboarding processes

C. Because core business strategies and leadership evolve

What is one way I&D helps an expanding organization? A. Cuts labor costs B. Reduces training needs C. Brings cultural insights into the decision-making process D. Encourages uniform thinking across global markets

C. Brings cultural insights into the decision-making process

T/F Symbolic gestures and PR statements are sufficient for executive-level I&D success.

False — I&D requires real advocacy, resources, and commitment, not just symbolism.

T/F According to a Forbes survey, most organizations believe I&D accountability lies with senior executives.

TRUE

T/F Only HR is responsible for I&D—executives don’t need to be involved.

Only HR is responsible for I&D—executives don’t need to be involved.

T/F The diversity function often reports directly to the CEO or is overseen by them on a council.

TRUE

What makes executive sponsorship effective for I&D? A. Making a public statement and moving on B. Holding one-time meetings about diversity C. Demonstrating ongoing, visible commitment with resources and actions D. Delegating all I&D tasks to HR Back:

C. Demonstrating ongoing, visible commitment with resources and actions

According to Forbes Insights, who holds ultimate accountability for I&D efforts in most organizations? A. The I&D council B. Mid-level managers C. Executives and the CEO D. Employee resource groups

C. Executives and the CEO

What did Gardenswartz and Rowe emphasize about executive I&D commitment? A. It is only necessary during onboarding B. It should be kept confidential C. It quickly becomes visible across the organization D. It must be managed by outside consultants

C. It quickly becomes visible across the organization

Who should take a leadership role in promoting I&D and raising concerns? A. Only senior executives B. The marketing department C. The HR team D. Legal counsel

C. The HR team

What is one way executives can sponsor I&D efforts directly? A. Releasing quarterly stock reports B. Overseeing employee resource groups C. Avoiding participation in diversity councils D. Limiting HR’s involvement

B. Overseeing employee resource groups

T/F Employee Resource Groups (ERGs) are voluntary groups formed around shared diversity dimensions.

TRUE

T/F ERGs are assigned by management based on employee demographics.

False — ERGs are self-selecting, and employees choose to join voluntarily.

T/F ERGs can help with onboarding, mentoring, and offering input to diversity councils.

TRUE

T/F ERGs only serve social functions and are not involved in business decisions.

False — ERGs often act as think tanks, advocacy groups, and strategic resources.

T/F The success of ERGs can be measured through metrics like retention, engagement, and talent development.

TRUE

Which of the following is NOT a typical function of an ERG? A. Mentoring B. Product design input C. Workforce scheduling D. Talent development

C. Workforce scheduling

Which of the following is a criterion for effective ERGs according to DiversityInc.? A. Uniform group size B. Number of holidays celebrated C. Whether ERG leaders serve on diversity councils D. Total employee salary per group

C. Whether ERG leaders serve on diversity councils

What unique benefit can ERGs provide to the parent company? A. Lower insurance premiums B. Serve as formal communication channels to diversity councils C. Replace HR managers in performance evaluations D. Eliminate the need for external consultants

B. Serve as formal communication channels to diversity councils

T/F Allyship should be present at all levels of an organization.

TRUE

T/F Allies are expected to take over the responsibilities of promoting others formally.

False — Allies may not have formal authority but can mentor or spotlight others.

T/F Small, consistent actions by allies can positively influence someone's long-term career advancement.

TRUE

T/F Small, consistent actions by allies can positively influence someone's long-term career advancement.

False — Allyship requires ongoing, sustained effort, not one-time actions.

T/F Allies must avoid treating others as helpless and instead focus on empowering them.

TRUE

What is one core function of an ally in the workplace? A. Replacing HR leadership B. Modeling empathy and advocating for underrepresented individuals C. Approving compensation changes D. Enforcing performance reviews

B. Modeling empathy and advocating for underrepresented individuals

According to SHRM, where should allyship exist? A. Only at the executive level B. Only among DEI councils C. At all organizational levels D. In external stakeholder relations only

C. At all organizational levels

Which of the following is an example of allyship? A. Assuming an employee needs help without asking B. Mentoring an underrepresented employee and amplifying their voice C. Speaking on behalf of others without consent D. Reporting employees who disagree with DEI goals

B. Mentoring an underrepresented employee and amplifying their voice

Why must allies avoid acting as though others are helpless? A. It reduces organizational morale B. It can unintentionally disempower the individuals they aim to support C. It increases liability risk D. It causes HR policy violations

B. It can unintentionally disempower the individuals they aim to support

What makes allyship impactful over time? A. Annual diversity training B. Public recognition C. Small, consistent actions that open doors D. Being assigned to an inclusion council

C. Small, consistent actions that open doors

T/F Unconscious bias can negatively impact hiring, promotion, and retention.

TRUE

T/F Unconscious bias is a rare issue that only affects a few people.

False — Everyone has implicit biases, and they often influence decision-making.

T/F The main goal of unconscious bias training is to help individuals recognize and avoid unfair biases in decisions.

TRUE

T/F Once unconscious bias training is delivered, no further follow-up is need

False — Ongoing feedback and assessment are needed to ensure effectiveness.

T/F Behavioral change is a key outcome organizations should look for after unconscious bias training.

TRUE

What is unconscious bias? A. A deliberate act of discrimination B. A hidden preference that influences behavior unknowingly C. A hiring policy D. A conscious decision to prefer one group

B. A hidden preference that influences behavior unknowingly

How does unconscious bias impact the workplace? A. It encourages diverse hiring B. It helps managers remain objective C. It hinders diversity, recruiting, and retention D. It simplifies decision-making

C. It hinders diversity, recruiting, and retention

What is a goal of unconscious bias training? A. Eliminate job descriptions B. Promote automatic decision-making C. Empower individuals to make fairer decisions D. Remove emotional intelligence from hiring

C. Empower individuals to make fairer decisions

Which of the following is critical after delivering unconscious bias training? A. Assigning new mentors B. Ignoring employee feedback C. Ongoing feedback and measuring behavioral change D. Rewriting the company mission

C. Ongoing feedback and measuring behavioral change

Which question best evaluates the effectiveness of unconscious bias training? A. Is the training fun and interactive? B. Did employees complete the quiz? C. Is the organization achieving behavioral change? D. Was lunch provided after the training?

C. Is the organization achieving behavioral change?

T/F Mentorship can be either formal or informal within an organization.

TRUE

T/F Formal mentorship programs are usually unstructured and don’t contribute to strategic goals.

False — Formal programs often have specific goals, like preparing underrepresented employees for leadership.

T/F Informal mentorship can help increase visibility for underrepresented individuals across an organization.

TRUE

T/F Mentorship and allyship serve the exact same role within an organization.

False — They are related, but allyship targets systemic barriers while mentorship focuses on individual growth and visibility.

T/F Mentorship can support I&D goals by helping fill representation gaps in leadership.

TRUE

What is one key goal of formal mentorship programs? A. Promoting team-building retreats B. Preparing underrepresented individuals for leadership roles C. Replacing HR's responsibilities D. Increasing department budgets

B. Preparing underrepresented individuals for leadership roles

How does informal mentorship typically help underrepresented individuals? A. It increases their workload B. It boosts their visibility and access to opportunities C. It allows them to avoid collaboration D. It replaces formal onboarding

B. It boosts their visibility and access to opportunities

How is mentorship related to allyship? A. They are completely unrelated practices B. Allyship replaces the need for mentorship C. Allyship may include mentoring as a way to support others D. Mentorship always requires executive approval

C. Allyship may include mentoring as a way to support others

Which of the following best distinguishes allyship from mentorship? A. Allyship focuses on filling leadership positions B. Allyship works to eliminate systemic barriers, while mentorship supports individual growth C. Mentorship is required by law D. Mentorship deals only with new hires

B. Allyship works to eliminate systemic barriers, while mentorship supports individual growth

Why might an organization create a formal mentorship program? A. To meet payroll deadlines B. To reduce vacation requests C. To advance strategic I&D goals D. To eliminate employee evaluations

C. To advance strategic I&D goals

T/F Psychological safety allows individuals to speak up, ask for help, and admit mistakes without fear.

TRUE

T/F Psychological safety discourages people from admitting mistakes in team environments.

False — It encourages openness, including admitting mistakes.

T/F Leadership behaviors such as empowerment and humility help foster psychological safety.

TRUE

T/F Psychological safety has no real impact on collaboration or innovation.

False — It enhances collaboration, learning, and innovation.

T/F Psychological safety is key to supporting success in I&D initiatives.

TRUE

What does psychological safety enable employees to do? A. Work independently without collaboration B. Speak up, ask questions, and admit mistakes C. Avoid accountability D. Focus solely on their job roles

B. Speak up, ask questions, and admit mistakes

Which leadership behaviors help create psychological safety, according to Prime and Salib? A. Assertiveness, speed, technical skill, and control B. Empowerment, accountability, courage, and humility C. Efficiency, strategy, metrics, and loyalty D. Confidence, authority, independence, and secrecy

B. Empowerment, accountability, courage, and humility

How does psychological safety support organizational success? A. By limiting team interaction B. By encouraging silent compliance C. By increasing collaboration, learning, and innovation D. By focusing only on leadership decision-makin

C. By increasing collaboration, learning, and innovation

Why is psychological safety important in diverse and inclusive environments? A. It discourages new ideas B. It limits employee feedback C. It allows individuals to feel valued and contribute freely D. It enforces strict communication channels Back:

C. It allows individuals to feel valued and contribute freely

Which of the following is not one of the four behaviors that foster psychological safety? A. Humility B. Empowerment C. Accountability D. Secrecy

D. Secrecy

T/F Front: Organizations are increasingly replacing gender-specific pronouns like “him” and “her” with gender-neutral pronouns such as “they,” “their,” and “them.”

TRUE

T/F Deliberate misuse of pronouns is always considered a form of harassment in all jurisdictions.

False – It may be considered harassment in some jurisdictions.

T/F The term "transgender" is often used as an umbrella term for various non-binary identities, though some may prefer a more specific label.

TRUE

T/F It is unnecessary to update vendor-acquired systems to accommodate gender pronouns.

False – External systems may also need updates to reflect preferred pronouns.

T/F Organizations should treat an employee's preferred name with the same importance as their pronouns.

TRUE

Front: What is a best practice for respecting gender pronouns in the workplace? A. Avoid using pronouns altogether B. Refer to everyone by their job title C. Ask individuals how they prefer to be addressed and respect that choice D. Only use pronouns listed in the employee handbook

C. Ask individuals how they prefer to be addressed and respect that choice

Front: Which of the following systems should be updated to reflect employees' gender pronoun preferences? A. HRIS systems B. Organizational handbooks C. Forms and documentation D. All of the above

D. All of the above

Front: Why should organizations include gender pronouns in email signatures and profiles? A. To track employee preferences for surveys B. To improve branding C. To allow employees to share their preferred pronouns and promote diversity D. To meet government regulations

To allow employees to share their preferred pronouns and promote diversity

Which of the following is NOT a gender identity listed in the training material? A. Gender fluid B. Genderqueer C. Binary male D. Third gender

C. Binary male

T/F For I&D strategies to succeed, they should be fully integrated into an organization’s daily operations and culture.

TRUE

T/F Once I&D initiatives are embedded in operations, there is no need to measure or revise them further.

FALSE

T/F Expanding into new territories may introduce new diversity issues that require organizational adaptation.

TRUE

T/F The success of I&D initiatives may lead to new communication challenges within more diverse teams.

TRUE

T/F I&D strategies should constantly follow current trends, even if they shift frequently.

FALSE

What is a key reason for continually revising and reevaluating I&D strategies? A. To align with new competitors B. To address evolving diversity realities C. To reduce employee training costs C. To minimize the need for leadership involvement

B. To address evolving diversity realities

How should diversity training be treated to ensure integration into the organization? A. As an optional seminar B. As a one-time onboarding requirement C. As part of standard supervisory training D. As a quarterly newsletter topic

C. As part of standard supervisory training

Which of the following is a current focus in diversity issues mentioned in the material? A. Military veterans B. Remote work inclusion C. LGBT issues D. Urban-rural workforce gaps

C. LGBT issues

What may occur as I&D initiatives succeed and organizations become more diverse? A. The need for inclusion training disappears B. A new level of communication issues may arise C. Strategic goals remain unchanged D. Diversity becomes less relevant

B. A new level of communication issues may arise

T/F Inclusion and diversity (I&D) efforts must be aligned with core business goals to be treated as a true priority.

TRUE

T/F I&D initiatives are simple and usually only require department-level action.

False — They are complex and need organization-wide solutions.

T/F One reason I&D initiatives are challenging is because they often face resistance from ingrained attitudes and systems.

TRUE

T/F Organizational compliance and branding are the primary reasons I&D needs full-fledged implementation.

False — The core reasons are priority, complexity, and resistance.

Which of the following best explains why I&D initiatives require full organizational commitment? A. To meet marketing goals B. Due to priority, complexity, and resistance C. To address demographic dichotomy D. Because of cultural stereotypes

B. Due to priority, complexity, and resistance

Why must I&D be aligned with core business goals? A. To simplify HR processes B. To avoid legal risks C. To ensure it becomes a strategic and resourced priority D. To impress shareholders

C. To ensure it becomes a strategic and resourced priority

What does resistance in I&D efforts usually refer to? A. Budget restrictions B. Branding inconsistency C. Pushback due to ingrained attitudes and cultural change challenges D. Time zone differences

C. Pushback due to ingrained attitudes and cultural change challenges

Why is complexity a challenge in implementing I&D initiatives? A. Because compliance standards are easy to follow B. Because multiple departments, cultures, and systems are involved C. Because companies don’t care about diversity D. Because I&D isn’t measurable

B. Because multiple departments, cultures, and systems are involved

T/F The modern view of diversity treats it as a strategic asset that adds value to the organization.

TRUE

T/F Diversity is still mostly viewed through a compliance or legal lens by leading organizations.

Diversity is still mostly viewed through a compliance or legal lens by leading organizations.

T/F Diversity includes more than just race and culture—it encompasses various identity dimensions.

TRUE

T/F Shifting from legal to ethical reasoning fully explains how diversity definitions have evolved.

False — The shift is better defined as from defensive to strategic.

How has the organizational definition of diversity evolved over time? A. From focusing on legal compliance to focusing on ethical and moral values B. From cultural relativism to universalist values C. From a defensive, compliance-based view to that of a strategic asset D. From focusing only on race to focusing only on gender

C. From a defensive, compliance-based view to that of a strategic asset

Why is it important for organizations to view diversity strategically? A. To fulfill quotas B. To avoid lawsuits C. To leverage diverse perspectives for innovation and growth D. To minimize HR workload

C. To leverage diverse perspectives for innovation and growth

Which of the following best describes the outdated approach to diversity? A. Seeing it as part of strategic planning B. Treating it as a legal requirement C. Emphasizing cultural intelligence D. Promoting inclusion through leadership modeling

B. Treating it as a legal requirement

Which of these reflects a strategic view of diversity? A. Avoiding litigation by following hiring quotas B. Hiring based on cultural fit only C. Viewing diverse talent as key to market innovation and team performance D. Focusing diversity efforts solely on internal training

C. Viewing diverse talent as key to market innovation and team performance

T/F Experiential diversity is based on an individual's lived experiences, such as education, upbringing, and hobbies.

TRUE

T/F Identical twins raised in the same household and educated at the same level are most likely to differ significantly in legacy diversity.

False — Their legacy traits (e.g., race, gender, age) would likely be very similar.

T/F Thought diversity is primarily shaped by education and socioeconomic background.

TRUE

T/F The main source of diversity between identical twins educated at different universities would likely be experiential diversity.

TRUE

T/F Multigenerational diversity refers to differences in life experience between people of different generations.

TRUE

What is experiential diversity based on? A. Visible traits like race and gender B. Life experiences such as where someone went to school C. Economic privilege D. Differences in generational perspectives

B. Life experiences such as where someone went to school

Why is thought diversity not the best answer in the case of identical twins raised in the same home? A. Because thought diversity only applies to different races B. Because their shared environment and background limit differences in perspective C. Because they likely didn’t go to school D. Because twins always think alike

B. Because their shared environment and background limit differences in perspective

What best explains the difference in experiential diversity between identical twins who attended different universities? A. One university is older B. They gained different life experiences, networks, and perspectives C. They studied different subjects D. They look different

B. They gained different life experiences, networks, and perspectives

Which type of diversity includes differences in hobbies, interests, and school experiences? A. Legacy diversity B. Multigenerational diversity C. Experiential diversity D. Thought diversity Back:

C. Experiential diversity

Which is considered a criterion for effective employee resource groups (ERGs) as established by DiversityInc.? A)The group has a formal charter. B) The leader of the group is the CEO or a direct report to the CEO. C) Group members serve as formal mentors. D) The group sets and signs off on metrics and goals.

A) The group has a formal charter.

An organization has implemented a recruitment and hiring program to increase the diversity of its workforce, but the retention rate for new hires is low. What step would offer the most help in correcting this problem? A-Implementation of employee resource groups B-Reexamination of the organization’s recruitment strategy and channels C- Message from the CEO to all employees about the reason for pursuing diversity D- Review and revision of the employee value proposition

A-Implementation of employee resource groups REMEMBER WHAT ERG'S STAND FOR Rationale Since the issue is with retention, rather than effectiveness in attracting diverse candidates, the best answer here may be employee resource groups, sometimes referred to as affinity groups. They can provide support to new employees during the onboarding period. Support can take the form of networking, mentoring, or advocacy.

T/F Conscious bias involves intentional behavior, such as exclusion or harassment.

TRUE

T/F Unconscious bias is easy to detect because individuals are aware of it.

False — Unconscious bias is unintentional and often unrecognized.

T/F Everyone has some form of unconscious bias, and its effects are experienced differently by different groups.

TRUE

T/F The impact of unconscious bias is always minor and limited to individual interactions.

False — Small actions can have large impacts on inclusiveness and fairness at both individual and systemic levels.

T/F Acknowledging unconscious bias may challenge individuals’ self-image or belief in organizational meritocracy.

TRUE

T/F Bias exists only in one dimension at a time, such as race or gender, but not both.

False — Bias can exist across multiple, overlapping dimensions.

What is a key difference between conscious and unconscious bias? A. Conscious bias has less impact B. Unconscious bias is more visible C. Conscious bias is intentional, while unconscious bias is not D. Unconscious bias is easier to fix

C. Conscious bias is intentional, while unconscious bias is not

Which of the following is true about unconscious bias? A. Only certain groups experience it B. It is limited to the hiring process C. It exists in everyone and can influence decisions without awareness D. It is always expressed through speech

C. It exists in everyone and can influence decisions without awareness

Why can unconscious bias be difficult to address? A. It is legal in most workplaces B. It creates clear policies C. It challenges people’s belief in fairness and their own self-image D. It affects only high-level managers

C. It challenges people’s belief in fairness and their own self-image

What is the goal of addressing unconscious bias? A. To assign blame to those in power B. To punish individuals for their privilege C. To reduce the impact of bias without shaming or alienating anyone D. To eliminate all bias immediately

C. To reduce the impact of bias without shaming or alienating anyone

Which of the following statements is most accurate? A. Unconscious bias only benefits marginalized groups B. Discussions of bias must avoid alienating individuals who benefit from systemic bias C. Only conscious bias affects promotion decisions D. Everyone benefits equally from bias

Discussions of bias must avoid alienating individuals who benefit from systemic bias

T/F Gender identity bias refers to assumptions based on a person’s biological sex.

False — That describes gender-based discrimination; gender identity bias is based on how someone identifies.

T/F Affinity bias occurs when people favor those with shared backgrounds or experiences.

TRUE

T/F Extroversion/introversion bias involves judging personality traits as indicators of talent or engagement.

TRUE

T/F Stereotypes are specific, evidence-based evaluations of individuals.

False — Stereotypes are generalizations about groups, not individua

T/F Microaggressions are often subtle but can have harmful impacts on marginalized groups.

TRUE

Which type of bias involves assumptions based on someone’s gender identity? A. Gender-based discrimination B. Gender identity bias C. Social comparison bias D. Neurodiversity bias

B. Gender identity bias

What does ingroup/outgroup bias involve? A. Judging based on personality traits B. Preferring individuals with similar skills C. Favoring or excluding people based on perceived group membership D. Making decisions based on academic records

C. Favoring or excluding people based on perceived group membership

Which bias can lead to the assumption that introverted employees are unengaged? A. Affinity bias B. Extroversion/introversion bias C. Stereotyping D. Social comparison bias

B. Extroversion/introversion bias

Which of the following is an example of neurodiversity bias? A. Favoring someone because they attended the same school B. Assuming neurodivergent individuals are less capable C. Generalizing based on race D. Believing younger employees are always more tech-savvy

B. Assuming neurodivergent individuals are less capable

What best describes microaggressions? A. Direct acts of harassment B. Subtle behaviors or comments that convey negative messages C. Clear violations of anti-discrimination laws D. Overt workplace bullying

B. Subtle behaviors or comments that convey negative messages

T/F Gender-based discrimination can be both conscious and unconscious.

TRUE

T/F Unconscious bias may cause someone to value the same information less when presented by a woman.

TRUE

T/F Most women leave the workforce mainly due to child care and work/life balance issues.

False — Studies show corporate culture is a more common cause.

T/F Creating a gender-inclusive environment helps reduce turnover and promotes advancement.

TRUE

T/F Work/life balance concerns are only relevant to women in the workplace.

Work/life balance concerns are only relevant to women in the workplace.

What is an example of unconscious gender bias? A. Complimenting a team member B. Not recognizing a woman’s expertise, but accepting the same point from a man C. Assigning tasks fairly D. Promoting based on qualifications

B. Not recognizing a woman’s expertise, but accepting the same point from a man

According to Donovan and Kaplan, what is a primary reason women leave the workforce or stop advancing? A. Job location B. Work/life balance C. Corporate culture and gender bias D. Lack of job openings Back:

C. Corporate culture and gender bias

Which of the following can consciously reflect gender-based discrimination? A. Ignoring an employee’s family obligations B. Refusing to respect a manager’s authority based on their gender C. Promoting based on seniority D. Encouraging diverse hiring

B. Refusing to respect a manager’s authority based on their gender

What should organizations focus on to reduce gender-based discrimination? A. Increasing performance bonuses B. Creating inclusive environments where all contributions are valued C. Limiting leadership roles to experienced employees D. Removing feedback processes

B. Creating inclusive environments where all contributions are valued

Why is work/life balance sometimes cited as the reason women leave the workforce, even when it isn’t the main cause? A. It’s easier to blame a personal issue than to confront a flawed culture B. It always affects only women C. Employers prefer to negotiate D. It leads to quicker resignations

A. It’s easier to blame a personal issue than to confront a flawed culture

T/F Gender identity bias refers to discrimination based on how someone identifies their gender.

TRUE

T/F Deliberately misgendering or misnaming someone is an example of conscious gender identity bias.

TRUE

T/F Gender identity and sexual orientation are the same concept and can be used interchangeably.

False — They are distinct; gender identity relates to how a person identifies, while sexual orientation relates to whom they are attracted to.

T/F Organizations may need to revise documentation systems and enforce inclusive practices to address gender identity bias.

TRUE

T/F Gender identity bias only occurs when someone transitions from one binary gender to another.

False — It also includes non-binary identities like genderqueer, gender fluid, and third gender.

What does gender identity bias refer to? A. Preferences in dress code B. Discrimination based on a person’s self-identified gender C. Lack of communication skills D. Differences in work schedules

B. Discrimination based on a person’s self-identified gender

Which of the following could be a conscious form of gender identity bias? A. Misunderstanding someone’s name B. Misgendering someone by mistake C. Deliberately using incorrect pronouns for someone D. Asking someone about their pronouns

C. Deliberately using incorrect pronouns for someone

Which workplace area might need revision to prevent gender identity bias? A. Cafeteria menu B. Parking space assignments C. Documentation systems and restroom access D. Holiday party planning

C. Documentation systems and restroom access

Why are gender identity and sexual orientation often grouped together? A. Because both relate to romantic attraction B. Due to confusion and stereotypes C. Because they mean the same thing D. Because both are listed in work evaluations

B. Due to confusion and stereotypes

Which statement is true about gender identity and sexual orientation? A. They are completely interchangeable B. A person’s sexual orientation is determined by their gender identity C. They are distinct aspects of identity D. They are both based only on appearance

C. They are distinct aspects of identity

T/F Sexual orientation refers not just to sexual behavior, but to romantic relationships and identity.

TRUE

T/F Excluding employees from after-hours events based on their sexual orientation has no impact on workplace relationships.

False — It can harm trust, teamwork, and relationship-building.

T/F Employees can be excluded based on their sexual orientation if it conflicts with a coworker’s religious beliefs.

False — Personal beliefs do not justify discrimination in the workplace.

T/F False — Personal beliefs do not justify discrimination in the workplace.

TRUE

T/F Romantic relationships are a basic component of a person’s self and identity.

TRUE

What does sexual orientation broadly refer to in a workplace context? A. Political preferences B. Romantic relationships and identity C. Hobbies and interests D. Communication style

B. Romantic relationships and identity

How might sexual orientation bias appear in a work setting? A. Asking for project updates B. Assigning weekend shifts C. Expecting only heterosexual couples at events D. Offering training programs

C. Expecting only heterosexual couples at events

Why is it harmful if employees feel they can’t share aspects of their personal life (like relationships)? A. It leads to salary disputes B. It reduces meeting attendance C. It affects trust, teamwork, and relationship-building D. It slows down email response time

C. It affects trust, teamwork, and relationship-building

According to Donovan and Kaplan, how should organizations address beliefs conflicting with inclusivity? A. Require all employees to agree on values B. Allow discrimination for religious reasons C. Expect all employees to treat others equally, regardless of belief D. Remove all social events

C. Expect all employees to treat others equally, regardless of belief

Which of the following best promotes an inclusive culture regarding sexual orientation? A. Neutral language in emails only B. Clear organizational expectations for inclusiveness C. Avoiding social conversations D. Grouping employees by belief systems

B. Clear organizational expectations for inclusiveness

T/F Racism can be reinforced by both psychological and sociopolitical factors.

TRUE

T/F Internalized racism is when someone believes their own racial group is superior to others.

False — That describes individual racism. Internalized racism is when someone accepts negative views about their own race.

T/F Systemic racism includes policies and structures that lead to unequal treatment, whether or not it is intentional.

TRUE

T/F Individual racism is an organizational belief that one race is better than another.

False — Individual racism refers to personal beliefs, not organizational policies.

T/F Systemic racism is sometimes also called institutionalized racism.

TRUE

Which of the following is an example of individual racism? A. A hiring policy that disproportionately excludes minorities B. A person believing their race is superior to another C. A person feeling proud of their heritage D. A manager enforcing DEI training

B. A person believing their race is superior to another

What does internalized racism involve? A. Being excluded from promotion opportunities B. Accepting negative stereotypes about one’s own race C. Leading diversity initiatives D. Preferring culturally specific food

B. Accepting negative stereotypes about one’s own race

Systemic racism is best described as: A. Bias in individual conversations B. Discrimination in hiring only C. Policies and practices that create widespread racial disadvantages D. Interpersonal disputes between employees

C. Policies and practices that create widespread racial disadvantages

Which of the following is true about systemic racism? A. It is always deliberate B. It only exists in government settings C. It can exist through unintentional policies that still produce unequal outcomes D. It cannot be changed

C. It can exist through unintentional policies that still produce unequal outcomes

Which form of racism is based on an individual’s internal acceptance of negative messages about their race? A. Systemic racism B. Individual racism C. Cultural appropriation D. Internalized racism

D. Internalized racism

T/F Stereotypes are generalizations about groups based on perceived shared traits.

TRUE

T/F Stereotypes are generalizations about groups based on perceived shared traits.

False — Stereotypes are usually resistant to change, even with contradicting evidence.

T/F Stereotype threat can cause people to underperform due to fear of confirming a negative stereotype.

TRUE

T/F Stereotypes always reflect accurate and fair judgments about individuals.

False — They are oversimplified and often exaggerated or negative.

T/F People subjected to stereotypes may unconsciously conform to them, affecting their performance.

TRUE

What is a stereotype? A. A personalized compliment B. An individual trait based on observation C. A generalized belief about a group’s characteristics D. A diversity training technique

C. A generalized belief about a group’s characteristics

Which of the following is a common characteristic of stereotypes? A. They are based on scientific research B. They encourage flexible thinking C. They are resistant to change, even when disproven D. They are always positive

C. They are resistant to change, even when disproven

What is stereotype threat? A. Fear of public speaking in a diverse group B. An organizational policy limiting group bias C. When individuals perform worse due to negative stereotypes about their group D. A requirement to avoid group-based jokes

C. When individuals perform worse due to negative stereotypes about their group

Which of the following is an example of stereotype threat? A. An employee avoids networking events B. A manager forgets a team member’s name C. A woman underperforms on a math test after being reminded of the stereotype that women are worse at math D. A team member doesn’t respond to emails

C. A woman underperforms on a math test after being reminded of the stereotype that women are worse at math

How do stereotypes typically influence perceptions? A. They lead to careful analysis B. They reduce conflict C. They cause quick, simplified judgments about others D. They have no impact on decision-making

C. They cause quick, simplified judgments about others

T/F Ageism involves bias or assumptions based on someone’s age or generational group.

TRUE

T/F Ageism only affects older employees in the workplace.

False — It can affect any age group, including younger workers.

T/F Making assumptions about someone's abilities based on age can harm productivity and inclusion.

TRUE

T/F Generational stereotypes can cause employees to feel excluded or undervalued.

TRUE

T/F Age-based groupings in the workplace can reinforce stereotypes and create mistrust.

TRUE

What is ageism? A. Favoritism based on performance B. Bias based on gender C. Bias based on an individual’s age or generation D. Bias based on education level

C. Bias based on an individual’s age or generation

How can ageism affect workplace productivity? A. By improving communication across teams B. By encouraging diversity of thought C. By causing contributors to feel excluded and undervalued D. By streamlining hiring practices

C. By causing contributors to feel excluded and undervalued

What can result when employees only associate with their own age group? A. Higher morale B. Fewer communication issues C. Reinforcement of stereotypes and increased mistrust D. Better collaboration

C. Reinforcement of stereotypes and increased mistrust

Which of the following is not a likely result of age-based assumptions? A. Misunderstandings between age groups B. Enhanced innovation C. Feelings of judgment or exclusion D. Reduced organizational problem-solving ability

B. Enhanced innovation

T/F In a male-dominated workplace, men are typically considered the ingroup.

TRUE

T/F Ingroup/outgroup bias originates at the individual level, based on personal opinion.

False — It originates at the group level, often based on group identity or representation.

T/F Outgroup members are often more aware of barriers because they face them directly.

TRUE

T/F Members of the ingroup are usually more aware of the challenges that outgroup members face.

False — Ingroup members are often less aware of those barriers.

T/F Microaggressions and minor exclusions can lead outgroup members to feel undervalued.

TRUE

Where does ingroup/outgroup bias originate? A. Personal relationships B. Organizational policies C. Group-level dynamics and representation D. Cultural holidays

C. Group-level dynamics and representation

Which of the following best describes the ingroup in a male-dominated workplace? A. Female managers B. Male employees C. Remote workers D. Younger workers

B. Male employees

Why are outgroup members more likely to notice workplace inequities? A. They read more company memos B. They receive special attention C. They face unique barriers and exclusions D. They are newer employees Back:

C. They face unique barriers and exclusions

Which of the following is a potential impact of ingroup/outgroup bias on outgroup members? A. Increased access to leadership B. Feeling highly represented C. Feeling unwanted or undervalued D. Reduced vacation time

C. Feeling unwanted or undervalued

What can contribute to a different cultural experience for outgroup members? A. Job titles B. Microaggressions, exclusions, and slights C. Commute distance D. Lunch schedules

B. Microaggressions, exclusions, and slights

T/F Affinity bias occurs when people prefer others with backgrounds or experiences similar to their own.

TRUE

T/F Affinity bias only happens when someone intentionally favors a similar person.

False — It can be conscious or unconscious.

T/F Favoring someone from the same university during hiring is an example of affinity bias.

TRUE

T/F Affinity bias supports inclusion and encourages diverse thinking.

False — It harms inclusion and promotes groupthink.

T/F Affinity bias can contribute to the formation of new ingroups and outgroups.

TRUE

What is affinity bias? A. Preference for new ideas B. Favoring individuals with shared experiences or traits C. Hiring based on test scores only D. Avoiding emotional connections with coworkers

B. Favoring individuals with shared experiences or traits

Which of the following is an example of affinity bias? A. Selecting the most qualified candidate regardless of background B. Hiring a candidate mainly because they went to the same school as the manager C. Promoting based on years of experience D. Conducting blind resume reviews

B. Hiring a candidate mainly because they went to the same school as the manager

Why is affinity bias harmful to diversity? A. It encourages equal opportunity B. It has no impact on decision-making C. It can lead to groupthink and limit different perspectives D. It creates open dialogue

C. It can lead to groupthink and limit different perspectives

How can affinity bias affect the workplace over time? A. It improves innovation B. It strengthens objective evaluations C. It leads to reduced diversity and more ingroup/outgroup divisions D. It has no lasting impact

C. It leads to reduced diversity and more ingroup/outgroup divisions

What might a manager influenced by affinity bias do during hiring? A. Ignore candidates’ educational backgrounds B. Favor a candidate who reminds them of themselves C. Use structured interviews only D. Rely solely on performance assessments

B. Favor a candidate who reminds them of themselves

T/F Social comparison bias involves individuals evaluating themselves in relation to others or other groups.

TRUE

T/F This bias only results in negative self-image and never leads to feelings of superiority.

False — It can also lead to feelings of superiority over others.

T/F Feeling consistently excluded or of lower status at work can reduce employee engagement.

TRUE

T/F Social comparison bias has no effect on an individual’s willingness to contribute ideas.

False — It can cause reluctance to share insights or participate.

T/F Social comparison bias can influence both personal attitudes and intergroup dynamics.

TRUE

What is social comparison bias? A. Comparing financial metrics across departments B. Evaluating oneself based on another individual or group C. Measuring diversity in the workplace D. Creating social events for all employees

B. Evaluating oneself based on another individual or group

What may result when employees feel consistently treated as lower status? A. Increased productivity B. Greater collaboration C. Reduced engagement and reluctance to contribute D. Improved communication

C. Reduced engagement and reluctance to contribute

Which of the following is a possible effect of social comparison bias? A. Encouraging transparency B. Feelings of superiority over others C. Stronger employee training programs D. Elimination of hierarchy

B. Feelings of superiority over others

How can social comparison bias negatively affect workplace culture? A. It improves accountability B. It motivates innovation C. It reinforces status-based divisions and undermines inclusion D. It encourages equal pay

C. It reinforces status-based divisions and undermines inclusion

Why might individuals try to maintain feelings of superiority in the workplace? A. To increase budget control B. Due to pressures of comparison and desire to protect their group identity C. To fulfill job descriptions D. To reduce workload

B. Due to pressures of comparison and desire to protect their group identity

T/F Extroversion/introversion bias involves how individuals' social interaction styles are perceived in the workplace.

TRUE

T/F Workplaces are generally more accommodating of introverts than extroverts.

False — Most workplaces favor extroverted behaviors.

T/F Bias toward extroverts can cause organizations to overlook valuable contributions from introverts.

TRUE

T/F A balanced and inclusive approach requires open discussions about communication preferences.

TRUE

T/F Introverts and extroverts usually have no trouble adapting to each other’s communication styles.

False — It can be challenging without intentional effort and understanding.

What does extroversion/introversion bias refer to? A. Preferring fast-paced work over slow work B. Misinterpreting social interaction styles in the workplace C. Assigning tasks based on title D. Favoring new hires over experienced staff

B. Misinterpreting social interaction styles in the workplace

What is a common issue with workplace environments related to this bias? A. They often over-assign work to introverts B. They tend to favor extroverted communication and behavior C. They prioritize remote work for all employees D. They eliminate all in-person meetings

B. They tend to favor extroverted communication and behavior

Why is open dialogue about communication styles important? A. To determine vacation schedules B. To improve office decoration preferences C. To foster mutual understanding and balance between introverts and extroverts D. To assign seating arrangements

C. To foster mutual understanding and balance between introverts and extroverts

What is a possible outcome of ignoring introversion in the workplace? A. Lower hiring costs B. Increased innovation C. Missed opportunities for thoughtful contributions and deep focus D. More casual meetings

C. Missed opportunities for thoughtful contributions and deep focus

What is the best strategy for addressing introversion/extroversion bias? A. Prioritize extroverts in leadership roles B. Mandate the same communication style for everyone C. Intentionally include both personality types and foster open communication D. Avoid assigning group work

C. Intentionally include both personality types and foster open communication

T/F Neurodiversity refers to the presence of varied cognitive processing styles in the workplace.

TRUE

T/F Individuals with ADD, ADHD, or ASD are considered neurodivergent.

TRUE

T/F Neurodivergent individuals often thrive in traditional interview and meeting settings.

False — They may struggle with traditional formats due to sensory or communication differences.

T/F Embracing neurodiversity can help reduce groupthink and promote innovation.

TRUE

T/F Neurodiversity bias does not affect hiring or workplace inclusion.

False — Bias can impact both hiring and daily inclusion efforts.

What does neurodiversity refer to? A. A wide range of physical abilities B. A workforce that shares similar communication styles C. Cognitive diversity in how individuals process and solve problems D. Uniform thinking processes in teams

C. Cognitive diversity in how individuals process and solve problems

Which conditions are commonly associated with neurodivergence? A. Asthma and arthritis B. ADD, ADHD, and autism spectrum disorder C. Anxiety and migraines D. Vision and hearing impairments

B. ADD, ADHD, and autism spectrum disorder

Why might neurodivergent individuals struggle in traditional interview settings? A. They lack qualifications B. They prefer written communication only C. Sensory sensitivities and nontraditional communication styles D. They cannot multitask

C. Sensory sensitivities and nontraditional communication styles

What is a benefit of promoting neurodiversity in the workplace? A. Reduced need for accommodations B. Increased groupthink C. Greater innovation and fresh perspectives D. Easier standardized training

C. Greater innovation and fresh perspectives

What can make workplace inclusion difficult for neurodivergent individuals? A. Too many collaborative projects B. Traditional practices that don’t account for different cognitive needs C. Lack of performance reviews D. Casual dress codes

B. Traditional practices that don’t account for different cognitive needs

T/F Microaggressions are subtle insults that often occur in everyday interactions.

TRUE

T/F Microaggressions are subtle insults that often occur in everyday interactions.

False — They are often unintentional, but still harmful.

T/F Microaggressions can be verbal, behavioral, or environmental.

TRUE

T/F One isolated microaggression usually has no effect on an employee’s sense of inclusion.

False — Even small incidents add up and can undermine inclusivity over time.

T/F A joke that relies on a stereotype may be considered a microaggression.

TRUE

Which of the following best defines a microaggression? A. A direct and aggressive insult B. A subtle, often routine comment or action that conveys negative messages C. A policy that excludes certain groups D. A formal disciplinary warning

B. A subtle, often routine comment or action that conveys negative messages

Microaggressions may be difficult to address because: A. They are never reported B. They are often viewed as accidental or harmless C. They are part of harassment laws D. HR ignores all such issues

B. They are often viewed as accidental or harmless

Which of the following is an example of a microaggression in the workplace? A. Ignoring a meeting request B. Making a joke that plays on a cultural stereotype C. Asking about job responsibilities D. Following up on a task deadline

B. Making a joke that plays on a cultural stereotype

Why are microaggressions harmful to workplace culture? A. They encourage diversity B. They promote healthy competition C. They add up over time and damage inclusivity D. They streamline performance reviews

C. They add up over time and damage inclusivity

Which of the following may not be considered a microaggression? A. Lack of representation in leadership roles B. A stereotype-based comment C. Assigning a task based on skillset D. Ignoring someone’s input due to their identity

C. Assigning a task based on skillset

T/F Impostor syndrome is the belief that success is earned through hard work and skill.

False — It’s the belief that success is due to luck, not ability.

T/F Individuals with impostor syndrome may feel like they’ve fooled others into thinking they are more competent than they actually are.

TRUE

T/F Impostor syndrome is always a permanent condition that affects a person throughout life.

False — It is often episodic and temporary.

T/F People with impostor syndrome may avoid recognition or leadership roles out of fear of being “found out.”

TRUE

T/F Impostor syndrome can impact anyone, including members of the neurodiverse community.

TRUE

What is impostor syndrome? A. A condition where people pretend to be someone else B. A feeling that success is undeserved and based on luck C. A formal mental health diagnosis D. A bias against high-performing individua

B. A feeling that success is undeserved and based on luck

Which of the following is a common effect of impostor syndrome? A. Increased self-confidence B. Over-promotion C. Reluctance to take credit or pursue opportunities D. Constant career changes

C. Reluctance to take credit or pursue opportunities

Who can be affected by impostor syndrome? A. Only entry-level employees B. Only high-level executives C. Anyone, including neurodivergent individuals D. Only people in creative fields

C. Anyone, including neurodivergent individuals

What might a person with impostor syndrome believe? A. Their success is mostly due to their talent and qualifications B. They are the most skilled person in the room C. They’ve tricked others into thinking they are competent D. They are overqualified for their role

C. They’ve tricked others into thinking they are competent

Why might someone with impostor syndrome underperform? A. They dislike their job B. They don’t understand the tasks C. They undervalue themselves and fear being exposed D. They lack proper tools

C. They undervalue themselves and fear being exposed

T/F Covering is a behavior where employees hide aspects of their identity to fit into the workplace culture.

TRUE

T/F Covering encourages employees to embrace and showcase their full identities at work.

False — It discourages open identity expression in favor of assimilation.

T/F One dimension of covering involves avoiding association with others from the same identity group.

TRUE

T/F Covering only has personal consequences and does not affect organizational success.

False — It also causes organizations to lose out on unique perspectives.

T/F Covering can happen even in workplaces that appear diverse.

TRUE

What is the term "covering" in a workplace context? A. Promoting someone beyond their skill level B. Avoiding insurance coverage gaps C. Hiding parts of one’s identity to assimilate D. Taking leave without notice

C. Hiding parts of one’s identity to assimilate

Which of the following is NOT one of the four dimensions of covering? A. Appearance B. Affiliation C. Achievement D. Advocacy

C. Achievement

Which of the following is an example of affiliation-based covering? A. Dressing casually on Fridays B. Not speaking a native language at work C. Skipping training sessions D. Wearing formal business attire

B. Not speaking a native language at work

Why is covering a loss to an organization? A. It lowers employee compensation B. It reduces team collaboration C. It suppresses the valuable insights from diverse identities D. It increases turnover

C. It suppresses the valuable insights from diverse identities

T/F Cultural taxation refers to the financial burden placed on organizations that support I&D initiatives.

False – It refers to the extra unpaid workload placed on underrepresented employees.

T/F Cultural taxation can lead to employee burnout due to the extra unpaid responsibilities involved.

TRUE

T/F One challenge of cultural taxation is that saying "no" may leave an identity group unrepresented.

TRUE

T/F Cultural taxation affects all employees equally regardless of identity group.

False – It specifically burdens underrepresented groups.

What does “cultural taxation” most accurately refer to in the workplace? A. Extra financial support for ERGs B. Unpaid, additional work assigned to diverse employees C. Tax benefits for diversity programs D. Legal fines for exclusionary practices

B. Unpaid, additional work assigned to diverse employees

Why might employees find it difficult to decline participating in I&D efforts, even if overburdened? A. They fear being fired B. They may be the only representative of their identity group C. It’s part of their performance review D. HR mandates it

B. They may be the only representative of their identity group

What is a possible negative consequence of cultural taxation? A. Improved I&D metrics B. Lower hiring standards C. Employee burnout D. Decreased salary

C. Employee burnout

T/F Gender-neutral restrooms can support employees in expressing their authentic gender identity at

TRUE

T/F Quiet or prayer rooms are only intended for religious practices.

False – They also benefit neurodivergent individuals who need quiet space.

T/F Lactation rooms may be required by law and support working mothers.

TRUE

T/F Workplace flexibility only benefits younger employees.

False – Flexibility supports workers of all generations with varying needs.

T/F Closed captioning is beneficial only to hearing-impaired individuals.

False – It also helps neurotypical individuals and diverse learning styles.

Which workplace solution directly supports nursing mothers? Options: A. Braille and screen readers B. Lactation rooms C. Quiet rooms D. Closed captioning

B. Lactation rooms

What is the primary benefit of tuition reimbursement and student loan assistance? Options: A. Improves cafeteria services B. Reduces retirement age C. Helps close educational gaps and supports neurodiversity D. Encourages early retirement

C. Helps close educational gaps and supports neurodiversity

Which of the following accommodations helps individuals with visual impairments navigate computer content? Options: A. Closed captioning B. Braille and screen readers C. Quiet rooms D. Flexible work schedules

B. Braille and screen readers

Why are inclusive events calendars valuable in the workplace? Options: A. They reduce project deadlines B. They promote only national holidays C. They avoid ingroup/outgroup issues and celebrate diverse traditions D. They enforce time off policies

C. They avoid ingroup/outgroup issues and celebrate diverse traditions

T/F Employee surveys can help organizations evaluate their success in inclusion and diversity (I&D) efforts.

TRUE

T/F Inclusion can be measured just as easily as diversity through basic demographic data.

False – Inclusion is more qualitative and must be assessed by asking how employees feel.

T/F Demographic data in surveys should be linked directly to employee names to better track I&D progress.

False – Surveys should maintain personal anonymity.

T/F Varying responses among different demographic groups can help identify where an organization’s I&D efforts are succeeding or falling short.

TRUE

T/F The only way to assess inclusion is by directly asking employees if they feel included.

TRUE

What type of data is primarily used to measure diversity in the workplace? A. Performance reviews B. Demographic information C. Work schedules C. Behavioral assessments

B. Demographic information

What is a key difference between measuring inclusion and diversity? A. Inclusion is easier to quantify B. Diversity requires employee feelings C. Inclusion is qualitative and based on perception C. Diversity requires anonymous surveys only

C. Inclusion is qualitative and based on perception

Why is personal anonymity important in employee surveys about I&D? A. It improves legal compliance B. It ensures honest and unbiased feedback C. It eliminates the need for survey design C. It reduces the number of questions needed

B. It ensures honest and unbiased feedback

Which of the following indicates success in I&D efforts? A. Uniform survey responses across demographic groups B. Reduced training costs C. Higher employee turnover C. Limited feedback from employees

A. Uniform survey responses across demographic groups

T/F Inclusion surveys are only effective when they measure employees' performance metrics.

False. Inclusion surveys should assess employee perceptions of inclusion, not just performance.

T/F A well-rounded inclusion survey includes questions about hiring practices, career development, and leadership support.

TRUE

T/F Asking about personal experiences is not recommended in inclusion surveys.

False. Personal experience questions are critical to understand how included employees feel.

T/F It is important to analyze inclusion data across intersecting identities (e.g., race and gender) to uncover hidden trends.

TRUE

T/F Leadership’s commitment to diversity is irrelevant when assessing inclusion.

False. Leadership commitment is a key area to measure in inclusion surveys.

What is a key purpose of an inclusion survey? A. To assess job performance B. To evaluate office layout C. To understand employee perceptions of inclusion D. To measure financial efficiency

C. To understand employee perceptions of inclusion

Which topic is commonly included in inclusion survey questions? A. Vacation policy ratings B. Office supply quality C. Diversity in hiring and recruitment D. Employee credit scores

C. Diversity in hiring and recruitment

Why should organizations analyze inclusion data across intersecting dimensions like race and gender? A. To make surveys shorter B. To simplify HR reports C. To uncover patterns that may be hidden in broader trends D. To avoid legal obligations

C. To uncover patterns that may be hidden in broader trends

Which of the following is an example of a question related to personal experience in inclusion surveys? A. Do you enjoy office snacks? B. Have you had difficulty getting to know colleagues from different backgrounds? C. Are you aware of the organization’s travel policy? D. Do you like your parking spot?

B. Have you had difficulty getting to know colleagues from different backgrounds?

T/F Metrics are not necessary once an I&D initiative has launched.

False. Metrics are critical for continuous evaluation and course correction.

T/F Process measures focus on outcomes such as reduced turnover.

False. Process measures assess how the initiative was carried out.

T/F Organizations should use the same diversity metrics in every country.

False. Metrics should be adapted to local cultural and legal contexts.

T/F Results measures demonstrate the tangible impact of I&D initiatives on business outcomes.

TRUE

T/F The SHRM Empathy Index evaluates workplace inclusion using multiple empathy-based criteria.

TRUE

What is the purpose of process measures in I&D initiatives? A. To assess diversity of thought B. To evaluate overall employee morale C. To analyze what went well and why D. To measure the organization's profits

C. To analyze what went well and why

Which of the following is a result measure in an I&D initiative? A. Number of mentoring program participants B. Gender diversity ratios C. Decrease in turnover and associated cost savings D. Number of training sessions offered

C. Decrease in turnover and associated cost savings

What does the SHRM Empathy Index NOT measure? A. Conflict management B. Belonging C. Profit margins D. Openness

C. Profit margins

Which guideline is recommended when measuring global I&D metrics? A. Apply a uniform global metric to all countries B. Use only demographic data C. Engage local staff in identifying meaningful differences D. Avoid changing metrics over time

C. Engage local staff in identifying meaningful differences

What is the purpose of measuring retention rates for diverse employees? A. To create quotas B. To evaluate performance scores C. To determine the effectiveness of I&D efforts and compensation policies D. To decide who should be promoted

C. To determine the effectiveness of I&D efforts and compensation policies

T/F Diversity at all organizational levels should be examined to assess the effectiveness of I&D programs.

TRUE

T/F A diverse executive suite guarantees meaningful diversity across all leadership levels.

FALSE

T/F Reviewing diversity only at the entry level is enough to evaluate leadership pipeline equity.

FALSE

T/F I&D programs can help eliminate bias in hiring and promotion processes.

TRUE

Why is it important to examine diversity at all organizational levels? A. To identify salary discrepancies B. To understand how inclusive the office culture is C. To assess the impact of I&D programs and leadership equity D. To reduce employee turnover

C. To assess the impact of I&D programs and leadership equity

An organization with a diverse executive team but a non-diverse director level may: A. Be fully compliant with diversity standards B. Have a strong entry-level pipeline C. Not be meeting its diversity and inclusion goals D. Need to hire more part-time staff

C. Not be meeting its diversity and inclusion goals

What can be revealed by examining diversity at different levels of the organization? A. Pay gaps only B. Underrepresentation or overrepresentation in leadership C. Team conflict D. Diversity in customer preferences

B. Underrepresentation or overrepresentation in leadership

T/F Pay audits are used to analyze whether employees in similar roles are paid equitably across diversity groups.

TRUE

T/F Pay equity reports are only required by law and serve no internal purpose for organizations.

FALSE - : Pay equity reports also help organizations internally address bias and promote equitable advancement.

T/F Publishing pay scales can help reduce wage gaps and improve recruitment efforts.

TRUE

T/F Pay transparency removes the need for organizations to conduct pay audits.

False Explanation: Pay audits are still needed to identify and correct disparities even when pay transparency is practiced.

T/F Pay equity exists when people in similar roles receive comparable pay, regardless of their demographic group.

TRUE

What is the primary purpose of a pay audit? A. To eliminate all pay increases for underrepresented groups B. To determine if employees are receiving bonuses fairly C. To analyze whether average pay differs across diverse employee groups D. To compare salaries with competing companies

C. To analyze whether average pay differs across diverse employee groups

Which of the following would indicate pay inequity based on a pay equity report? A. A marketing team where all employees make exactly the same salary B. A difference in average salaries between male and female specialists with the same role C. Employees choosing not to share their pay with each other D. High turnover among entry-level employees

B. A difference in average salaries between male and female specialists with the same role

What is one benefit of pay transparency for employees? A. They can publicly challenge salaries during team meetings B. It eliminates the need for job descriptions C. It builds trust by reinforcing that salaries are fair and equitable D. It guarantees automatic raises every year

C. It builds trust by reinforcing that salaries are fair and equitable

Why might a company publish a pay equity report? A. To meet marketing goals B. To identify demographic data for customer segmentation C. To comply with legal requirements and promote fair pay practices D. To reduce hiring standards

C. To comply with legal requirements and promote fair pay practices

WHAT ARE THE 5 FIFFERENT COMPONENTS FO THE SHRM EMPATHY INDEX

1. BELONGING 2. INCLUSION 3. OPENNESS 4. CONFLICT MANAGMENT NON-DISCRIMINTORY PRACTICES

what is pay transparency

Pay transparency involves openly sharing information about compensation, including salary ranges, how compensation is determined, and potentially even individual salaries. It can be a company policy or mandated by law, and it aims to promote fairness and reduce pay disparitie

Employee resource group (ERG)

Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.

Covering

Defensive behavior that occurs when an organization recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion.

Neurodiversity

Refers to a workforce that approaches problems using different conceptual thought approaches that may stem from atypical brain structure, for example, attention deficit disorder (ADD), attention-deficit/hyperactivity disorder (ADHD), and anything categorized as existing on the autism spectrum (autism spectrum disorder, or ASD).

Diversity

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

Impostor syndrome

A feeling that one’s success is due to luck, not hard work or skill; can lead individuals to feeling unfit for their current role.

Cultural taxation

Additional workload that is generated for members of an underrepresented group due to their requested participation in I&D efforts.

Inclusion

Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

Inclusion & Diversity Competency Flashcards

(420 cards)