Chapter 11

Question 1

What does diversity mean?

Answer 1

The demographic composition of a workplace. It can bring more innovative ideas, but also likely to experience conflicts and tensions that disrupts performance

Question 2

What is inclusion?

Answer 2

The lived experiences of employees in the workplace, and whether they feel they can be their authentic selves and are valued and respected.

Question 3

What are microaggressions?

Answer 3

Intentional or unintentional behaviours that communicate racial slights and insults

Question 4

When do people eperience inclusion?

Answer 4

People experience inclusion when they feel they belong to a community (belongingness) and are valued as individuals (uniqueness). The sense of inclusion is most likely to occur in organisations that cultivate inclusion climates

Question 5

What are three baskets of formal inclusion practices?

Answer 5

1. Increasing diversity
   Includes activities that are designed to attract diversity to the organisation and ensures that the organisation has a diverse workforce across roles and hierarchical levels
2. Increasing inclusion
   Includes activities that focus on supporting a diverse workforce by connecting people to one another and teaching employees how to engage with diverse coworkers.
3. Increasing Accountability
   Includes activities that make managers responsible for D&I outcomes, and reward them for D&I progress

Question 6

What is important when creating an inclusion climate?

Answer 6

That it is a constant signal, and not a single practice or one-off iniative

Question 7

what are flexible work arrangements?

Answer 7

Flexible work arrangements (FWAs) can offer flexibility around:
When employees work
Where employees work
How much employees work
Whether people continuously work
Flexibility is about meeting employees’ differentiated needs

Question 8

What are 3 principles of manager behaviour that can maintain and strengthen workplace inclusion?

Answer 8

1. Strengthen belongingness by highlighitng employees’ shared identity as a team or organisational unit. A strategy is to create a charter, a shared agreement about the teams rules of engagement
2. Affirm uniqueness by focusing on individuals within the team. Have frequent check-ines, be mindful of inclusive language, and go against role incredulity by supporting their roles and tasks
3. Monitor inclusion as managers who were the least inclusive were more likely to overrate their inclusive behavior. Unskilled people are prone to thinking they are more skilled than they are

Question 9

What is role incredulity?

Answer 9

a form of gender bias where women are mistakenly assumed to be in a supportive or stereotypically female role

Question 10

Seek information on how inclusive manager on by:

Answer 10

1.Seek out feedback directly from employees
Talk to employees directly to learn more about their experience with D&I.
2.Collect indirect evidence on inclusion by observing your employees
When they talk about work, do they use team-based language
3. Self-appraisal
Inclusive behavior gets better with practice.

Question 11

What is amplification?

Answer 11

Amplification is a behavior in which a team member deliberately calla attention to one another’s ideas, making sure to give due credit to the person who originally voiced the idea