Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale, Exams of Survey Sampling Techniques

Download Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale and more Exams Survey Sampling Techniques in PDF only on Docsity! Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale The latest diversity reports indicate that an organization has become more diverse than ever. However, employee surveys still indicate that there is a gap in the inclusion area of their diversity, equity, and inclusion (DE&I) goals. The budget for additional DE&I initiatives is very small at this point in the year. What could the HR organization nevertheless take on to improve inclusion in this budget year? - correct answer : Inclusive events calendars RATIONALE: Inclusive events calendars are organizational calendars that celebrate important holidays for all groups throughout the year. This helps avoid ingroup/outgroup issues. Furthermore, calendars can be created without significant expense. What other HR Behavioral Competency can help people recognize when an organization may have a blind spot in terms of its actual diversity, equity, and inclusion (DE&I) relative to its strategic goals in this area? - correct answer : Global Mindset RATIONALE: A global mindset is the ability to see, understand, and accept differences. A lack of diversity at an organization may not be obvious to some persons until they adopt a global mindset. Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale Which phenomenon is occurring when many of a global organization's minority employees are avoiding other members of their minority group, adjusting their attire, matching grooming and mannerisms to the majority, and refraining from advocating for their minority group? - correct answer : Covering RATIONALE: Covering occurs when an organization recruits a diverse workforce but promotes assimilation rather than inclusion. It affects workers' behavior along four dimensions-appearance, affiliation, advocacy, and association. Which HR action best illustrates an attempt to establish equity in a workplace? - correct answer : A recently promoted employee from a minority group is offered access to a manager mentor. RATIONALE: The goal of equity in the workplace is to use available support systems to help everyone to achieve the same level of performance. A mentor program may give a new manager access to individualized coaching that can make up for the effects of previous social, educational, and employment inequities. Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale RATIONALE: Commitment to diversity and inclusion efforts can be gained at an organization's highest level only if it can be demonstrated that diversity and inclusion play a critical role in achieving core business goals. A diversity and inclusion advocate must delve beyond general truths about the benefits of broadened perspectives and diversity of thought to create a business case linked specifically to the organization's unique mission, vision, and business objectives. A senior HR professional is making the case for more diversity in the sales force as the organization expands overseas, saying that diversity will provide a strategic benefit to the bottom line. The sales executive is skeptical and says that the current sales force is top notch. What can the senior HR professional say to help convince the executive? - correct answer : Local salespersons would know what sales pitches are bound to fail with their local audience. RATIONALE: Gardenswartz and Rowe describe this strategic value as "capturing talent, understanding markets, utilizing diverse perspectives for innovation, knowing how and how not to pitch products, and, ultimately, how to generate employee commitment." While branding to indicate the organization's diversity can have bottom-line benefits, it isn't the best answer Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale because it is not as directly related to the salespersons and is less likely to convince the executive due to the difficulty in showing proof. A specific example of how a local salesperson would know how to avoid a common faux pas for a region would be a powerful argument. An organization's college recruitment effort has been unsuccessful in attracting minority candidates. Which step should HR consider? - correct answer : Increase college recruiting at universities who have large percentages of minority students and alumni RATIONALE: Most urban universities are more diverse than those in rural and suburban areas and are likely to be good sources for qualified minority applicants. An employee is strongly in favor of diversity, equity, and inclusion (DE&I) and believes that the organization as a whole is an excellent role model in this area. Which is the clearest sign that the employee may have some unconscious biases in regard to DE&I? - correct answer : The employee briefly expresses impatience with people who provide their preferred pronouns when they introduce themselves. Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale RATIONALE: The employee is expressing microaggressions in this area, which can hinder inclusiveness. It is an example of an unconscious (or perhaps conscious) bias. While it is true that all persons have unconscious biases, simply being straight, white, and male is not a reason to assume that the person has more unconscious biases than anyone else. To determine if a statement about a person's work ability or ethic is biased, one would need more information on the person's work performance. The eight aerospace engineers who comprise a design group are of different nationalities and races. There are six men and two women on the team. The team has been asked to think outside the box and come up with some creative ideas to optimize some conflicting objectives but has been failing. What might help this team the most? - correct answer : Include a non-engineer on the design team to encourage thought diversity. RATIONALE: The one area of little diversity between the team members is that they are all aerospace engineers. A non-engineer with complementary skill sets for the task could bring some thought diversity to the team and help it think outside the box. Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale Which diversity and inclusion challenges are most likely to involve issues that scheduling flexibility can address? - correct answer : Family status, religion RATIONALE: Work/life balance issues, especially critical for parents of young children or for older workers caring for their parents, can be addressed with flexible work schedules. Schedule adjustments for religious holidays and/or daily prayer can also help balance work and religious obligations. A hospital has a higher turnover of male nurses than female nurses. Since male nurses are in the minority, overall turnover is at acceptable levels. Many of the departing male nurses reported feeling unvalued. What should HR investigate in this regard? - correct answer : Whether there is an ingroup/outgroup bias related to gender at the group level RATIONALE: An ingroup/outgroup bias is a group level bias in which the ingroup tends to be the more strongly represented experience, so in a female-dominated workplace, such as the nursing staff at the hospital, females would be considered the ingroup. Members of the outgroup may perceive this bias in, for example, Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale microaggressions that can make the members of the outgroup feeling unwanted or unvalued. IN-GROUP BIAS - correct answer a group level bias in which the ingroup tends to be the more strongly represented experience OUT-GROUP BIAS - correct answer may perceive this bias in, for example, microaggressions that can make the members of the outgroup feeling unwanted or unvalued. Assuming that an organization's diversity and inclusion strategic initiative proves successful, which might prompt a major revision of tactics and strategy? - correct answer : Initiative's own success RATIONALE: As with any core strategy, both tactics and overall strategic goals must be continually reexamined and adjusted. In particular, as a global organization expands into new territories, new diversity opportunities will inevitably arise. The initiative's own success will change the kinds of strategies for future initiatives. The focus on diversity strategies will shift over time. Diversity Equity & Inclusion Unit Quiz: Questions, Answers + Rationale An organization has offices in ten countries. A current priority is developing a reliable way to measure diversity, equity, and inclusion (DE&I) across the offices. What is a best practice for developing these metrics? - correct answer : Allow measurement specifics to differ by country. RATIONALE: In "Measure Global Diversity by Thinking Locally" by Martinez and Fineman, one guideline is to let go of the notion that each country must have the same DE&I measures. Rather, the local staff should determine the "differences that make a difference." In the four-layer diversity model, what layer contains life experiences and choices? - correct answer : External dimensions RATIONALE: External dimensions are the result of life experiences and choices. They include geographic location, income, personal habits, recreational habits, religion, education, work experiences, appearance, marital status, and parental status. An HR Director comes to the VP of HR and complains that the organization has made a verbal commitment to