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Category: Diversity and Inclusion
Industry: General
Questions: 15
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Answer explanation:
In 1948, President Truman signed Executive Order 9981 to desegregate the armed services. Some cite this as the first diversity initiative in the workplace. Executive Order 9981 required equality of treatment and opportunity in the armed services.
Learn more:
https://www.trumanlibrary.gov/library/executive-orders/9981/executive-order-9981
Answer explanation:
The term “neurodiversity” gained popularity in recent years but was coined in 1998 by Judy Singer in her sociology honors thesis to promote equality and inclusion of "neurological minorities.”
Somewhere between 10% and 20% of the global population is considered neurodivergent, according to Deloitte.
Neurodiversity refers to the idea that neurological differences, such as those seen in autism or ADHD, autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD Asperger's syndrome, dyslexia, epilepsy, hyperlexia, anxiety, obsessive-compulsive disorder (OCD), and Tourette syndrome (TS) that reflect normal variations in brain development.
Answer explanation:
In this scenario, the recruiter has been having trouble finding diverse candidates due to a lack of a diverse recruiting process. Posting a job opening on a company website and one popular job board is limiting.
Instead, the recruiter can post on various job boards, including:
1. HR-related
2. Industry-related
3. Colleges and universities
4. Non-profit organizations
Partnerships are also highly effective. Asking employees to refer their family and friends may not lead to more diverse candidates if the organization is not diverse. The referrals will reflect the company’s current demographics. Additionally, employee referrals can lead to an affinity bias.
Answer explanation:
In this scenario, the company wants to diversify the holidays they celebrate. They can execute this by asking employees what they want to celebrate. Because the company has employees from different parts of North America, there will be different perspectives and interests. This will also help with having a diverse employee-led holiday committee.
Although the company may feel that researching U.S.-based non-Federal holidays reflects a diverse organization, in truth it does not. Those holidays will still be U.S.-based and exclude those from Mexico and Canada and individuals from different religions or cultures who may live in the U.S. but celebrate non-U.S.-based holidays such as the Hindu holiday Holi.
Finally, it would not be a good idea for the company to replace the holidays they already celebrate. The idea is to have diversity, not eliminate what is already done to create more division.
Answer explanation:
When equity takes place, individuals or groups are provided with access to the same resources and opportunities as others, despite their situation, obstacles, or disadvantages.
The notion of equity accepts that biases and obstacles exist for many that do not exist for others. This means realizing that we do not all start on an even playing field.
Answer explanation:
In this scenario, the organization wants to develop the high potential middle managers. This can encourage employee engagement and attract new talent. Although this is a great initiative, some employees are disadvantaged and may not have the same access and resources to qualify for the program.
Remote employees and those working at various sites across the country are at a disadvantage and face the obstacle of traveling to the corporate offices. For equity to occur, the organization needs to allow employees to nominate themselves to have a fair opportunity to qualify for the program. Depending on the relationship with their manager, some employees may never get the chance to apply. Furthermore, the organization should allow employees to attend the bi-monthly required meeting virtually if they are remote or reside in other states.
Equity=Fairness.
Answer explanation:
While giving all female employees a raise immediately may seem like a great idea, it does not provide equity or solve the problem. A detailed pay audit for all employees must be conducted. The pay audit must include a comparison of pay for all women, not just a comparison between male and female salaries.
Research has shown women of color make less than their white counterparts. The organization needs to ensure this is not the case for them as well.
Answer explanation:
Inclusion is an environment where acts are intended to embrace diversity. It involves doing something and is a behavior.
Belonging is a feeling of being valued and being oneself without judgment. Your voice is heard, you are comfortable, and you are celebrated. It is an emotional state as a result of inclusion.
Answer explanation:
In this scenario, the organization has acquired a global firm that is already diverse. To embrace that diversity, the U.S.-based organization must put in the effort to create inclusiveness.
With 10 languages spoken throughout the organization, the proper translation is crucial. Policies are typically found in every organization, but in this case, so many different countries are now a part of the ecosystem. Therefore, U.S.-based policies based on U.S.-based laws would be counterproductive and confusing for the new employees.
Answer explanation:
According to Medicine Net, besides male and female, there are 72 other genders. Because of this, it is imperative to use inclusive, gender-neutral terms.
Using gendered terms phrases such as “Good morning, guys” or “Good morning, ladies and gentlemen” insinuates there are only one or two genders on the team. Terms such as “everyone” or you all/y’all are most acceptable. When addressing a group, gendered-neutral pronouns such as them/they should also be used.
Inclusive language goes beyond gender. It includes race, disabilities, or health and can be affirmative or negative. While affirmative language suggests the language is positive and promotes inclusivity.
An example of affirmative language is:
“A person with autism.” In this sentence, the focus is on the person, not their diagnosis or condition. Conversely, “an autistic person” labels the person with their condition.
Answer explanation:
In this scenario, the mid-managers have expressed a lack of inclusion. When inclusion occurs, diversity is already in order, but that is not definite. Managers need to have a voice in the process, not just a seat at the table. This can be achieved through periodic check-ins with the executive team.
Diversity is having a seat at the table; inclusion is being asked to have a voice when at that table.
Answer explanation:
Psychological safety is the belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Leading expert, Amy Edmonson identifies ways to measure team psychological safety by considering the following:
1. If you make a mistake on the team, it is often held against you.
2. Members of the team can bring up problems and tough issues.
3. People on the team sometimes reject others for being different.
4. It is safe to take a risk on the team.
5. It is difficult to ask other members of this team for help.
6. No one on this team would deliberately act in a way that undermines my efforts.
7. Working with members of this team, my unique skills and talents are valued and utilized.
Answer explanation:
The first step in creating a sense of belonging for employees is understanding what they need and having an open conversation. Sometimes it is best to allow the employee to initiate the conversation. Another critical tip is NEVER to assume. Assumptions can lead to biases and misunderstandings.
Answer explanation:
Individuals seek emotional relationships and human interaction at the belonging and loved need level. This need can be met in the workplace with affinity or employee resources groups. These groups allow employees to engage with people with similar interests, mindsets, or goals. This need can be met with religious, political, sports, church, or any similar groups in one's personal life.
Answer explanation:
In the scenario, Erika is a transfer to a new city, new role, and new environment. This can be very intimidating and can create a sense of exclusion.
Erika can find a buddy to help “show her the ropes” of the organization while she is onboarding. In addition, if the organization has them, affinity groups are a great way to increase a sense of belonging. Employees can congregate and network with others who are like-minded and have similar interests or goals. Erika’s manager can help by encouraging her to speak up. Belonging involves having your voice heard.
What will discourage Erika’s sense of belonging is code-switching. Code-switching is adjusting one’s speech, appearance, dialect behavior, or other individual traits to fit into a dominant setting. For example, Erika has a strong southern accent and probably uses southern terms. If she must “turn off” her accent or remove southern words from her vernacular to fit in with others, she is not being true to herself. Part of belonging is coming to work as your true, authentic self.
Answer explanation:
In 1948, President Truman signed Executive Order 9981 to desegregate the armed services. Some cite this as the first diversity initiative in the workplace. Executive Order 9981 required equality of treatment and opportunity in the armed services.
Learn more:
https://www.trumanlibrary.gov/library/executive-orders/9981/executive-order-9981
Answer explanation:
The term “neurodiversity” gained popularity in recent years but was coined in 1998 by Judy Singer in her sociology honors thesis to promote equality and inclusion of "neurological minorities.”
Somewhere between 10% and 20% of the global population is considered neurodivergent, according to Deloitte.
Neurodiversity refers to the idea that neurological differences, such as those seen in autism or ADHD, autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD Asperger's syndrome, dyslexia, epilepsy, hyperlexia, anxiety, obsessive-compulsive disorder (OCD), and Tourette syndrome (TS) that reflect normal variations in brain development.
Answer explanation:
In this scenario, the recruiter has been having trouble finding diverse candidates due to a lack of a diverse recruiting process. Posting a job opening on a company website and one popular job board is limiting.
Instead, the recruiter can post on various job boards, including:
1. HR-related
2. Industry-related
3. Colleges and universities
4. Non-profit organizations
Partnerships are also highly effective. Asking employees to refer their family and friends may not lead to more diverse candidates if the organization is not diverse. The referrals will reflect the company’s current demographics. Additionally, employee referrals can lead to an affinity bias.
Answer explanation:
In this scenario, the company wants to diversify the holidays they celebrate. They can execute this by asking employees what they want to celebrate. Because the company has employees from different parts of North America, there will be different perspectives and interests. This will also help with having a diverse employee-led holiday committee.
Although the company may feel that researching U.S.-based non-Federal holidays reflects a diverse organization, in truth it does not. Those holidays will still be U.S.-based and exclude those from Mexico and Canada and individuals from different religions or cultures who may live in the U.S. but celebrate non-U.S.-based holidays such as the Hindu holiday Holi.
Finally, it would not be a good idea for the company to replace the holidays they already celebrate. The idea is to have diversity, not eliminate what is already done to create more division.
Answer explanation:
When equity takes place, individuals or groups are provided with access to the same resources and opportunities as others, despite their situation, obstacles, or disadvantages.
The notion of equity accepts that biases and obstacles exist for many that do not exist for others. This means realizing that we do not all start on an even playing field.
Answer explanation:
In this scenario, the organization wants to develop the high potential middle managers. This can encourage employee engagement and attract new talent. Although this is a great initiative, some employees are disadvantaged and may not have the same access and resources to qualify for the program.
Remote employees and those working at various sites across the country are at a disadvantage and face the obstacle of traveling to the corporate offices. For equity to occur, the organization needs to allow employees to nominate themselves to have a fair opportunity to qualify for the program. Depending on the relationship with their manager, some employees may never get the chance to apply. Furthermore, the organization should allow employees to attend the bi-monthly required meeting virtually if they are remote or reside in other states.
Equity=Fairness.
Answer explanation:
While giving all female employees a raise immediately may seem like a great idea, it does not provide equity or solve the problem. A detailed pay audit for all employees must be conducted. The pay audit must include a comparison of pay for all women, not just a comparison between male and female salaries.
Research has shown women of color make less than their white counterparts. The organization needs to ensure this is not the case for them as well.
Answer explanation:
Inclusion is an environment where acts are intended to embrace diversity. It involves doing something and is a behavior.
Belonging is a feeling of being valued and being oneself without judgment. Your voice is heard, you are comfortable, and you are celebrated. It is an emotional state as a result of inclusion.
Answer explanation:
In this scenario, the organization has acquired a global firm that is already diverse. To embrace that diversity, the U.S.-based organization must put in the effort to create inclusiveness.
With 10 languages spoken throughout the organization, the proper translation is crucial. Policies are typically found in every organization, but in this case, so many different countries are now a part of the ecosystem. Therefore, U.S.-based policies based on U.S.-based laws would be counterproductive and confusing for the new employees.
Answer explanation:
According to Medicine Net, besides male and female, there are 72 other genders. Because of this, it is imperative to use inclusive, gender-neutral terms.
Using gendered terms phrases such as “Good morning, guys” or “Good morning, ladies and gentlemen” insinuates there are only one or two genders on the team. Terms such as “everyone” or you all/y’all are most acceptable. When addressing a group, gendered-neutral pronouns such as them/they should also be used.
Inclusive language goes beyond gender. It includes race, disabilities, or health and can be affirmative or negative. While affirmative language suggests the language is positive and promotes inclusivity.
An example of affirmative language is:
“A person with autism.” In this sentence, the focus is on the person, not their diagnosis or condition. Conversely, “an autistic person” labels the person with their condition.
Answer explanation:
In this scenario, the mid-managers have expressed a lack of inclusion. When inclusion occurs, diversity is already in order, but that is not definite. Managers need to have a voice in the process, not just a seat at the table. This can be achieved through periodic check-ins with the executive team.
Diversity is having a seat at the table; inclusion is being asked to have a voice when at that table.
Answer explanation:
Psychological safety is the belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Leading expert, Amy Edmonson identifies ways to measure team psychological safety by considering the following:
1. If you make a mistake on the team, it is often held against you.
2. Members of the team can bring up problems and tough issues.
3. People on the team sometimes reject others for being different.
4. It is safe to take a risk on the team.
5. It is difficult to ask other members of this team for help.
6. No one on this team would deliberately act in a way that undermines my efforts.
7. Working with members of this team, my unique skills and talents are valued and utilized.
Answer explanation:
The first step in creating a sense of belonging for employees is understanding what they need and having an open conversation. Sometimes it is best to allow the employee to initiate the conversation. Another critical tip is NEVER to assume. Assumptions can lead to biases and misunderstandings.
Answer explanation:
Individuals seek emotional relationships and human interaction at the belonging and loved need level. This need can be met in the workplace with affinity or employee resources groups. These groups allow employees to engage with people with similar interests, mindsets, or goals. This need can be met with religious, political, sports, church, or any similar groups in one's personal life.
Answer explanation:
In the scenario, Erika is a transfer to a new city, new role, and new environment. This can be very intimidating and can create a sense of exclusion.
Erika can find a buddy to help “show her the ropes” of the organization while she is onboarding. In addition, if the organization has them, affinity groups are a great way to increase a sense of belonging. Employees can congregate and network with others who are like-minded and have similar interests or goals. Erika’s manager can help by encouraging her to speak up. Belonging involves having your voice heard.
What will discourage Erika’s sense of belonging is code-switching. Code-switching is adjusting one’s speech, appearance, dialect behavior, or other individual traits to fit into a dominant setting. For example, Erika has a strong southern accent and probably uses southern terms. If she must “turn off” her accent or remove southern words from her vernacular to fit in with others, she is not being true to herself. Part of belonging is coming to work as your true, authentic self.
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