D&I 2

Question 1

A hiring tool that leverages behavioural science and audited AI technology to not only match people to the right job for them, but also to eliminate any bias in the hiring process

Answer 1

Pymetrics

Question 2

creating an environment where individuals feel safe, comfortable, and confident to express their thoughts, opinions, and authentic selves without fear of discrimination, bias, or reprisal. It is a crucial element of fostering diversity, equity, and inclusion within organizations and communities

Answer 2

Psychological safety

Question 3

Organizations should also consider the ethical, social, cultural, and long-term dimensions of creating diverse and inclusive workplaces

Answer 3

The “pure” Diversity Business Case

Question 4

individuals who come together based on a shared identity or common characteristic but may not necessarily interact directly or have strong social ties.

Answer 4

Nominal groups

Question 5

When people prefer information that supports what they already think and ignore things that challenge their beliefs

Answer 5

Confirmation Bias

Question 6

Refers to disparities or differences in social, economic, or political outcomes between different groups of people. These groups can be distinguished by various characteristics, such as race, ethnicity, gender, socioeconomic status, religion, or other social identities

Answer 6

Intergroup inequality

Question 7

Social categories like race, gender, class, and sexual orientation are interconnected, influencing each other and creating complex experiences for individuals.

Answer 7

Intersectionality - A woman’s experience of discrimination is not solely based on gender but is also shaped by factors like race, class, and sexual orientation

Question 8

Influenced by the Situation, The target, and the Perceiver

Answer 8

Perception

Question 9

A method where employees try to understand why a customer is being difficult.

Answer 9

Perspective taking

Question 10

This refers to the practice in which employees regulate and express their emotions to meet job requirements. In this case, service employees use emotional labor as a way to handle the negative emotions they may experience due to the inappropriate behavior of the customer.

Answer 10

Emotional labor

Question 11

Research has shown that a 60-second social interaction between two strangers is enough to lead perceivers to accurately infer parental income and education

Answer 11

Thin-slicing

Question 12

Organizational diversity impacts on the welfare of society from a broader stakeholder perspective

Answer 12

External value

Question 13

Employees attitudes and behaviours are shaped by the organizations gendered/racial social

Answer 13

Internal Value

Question 14

Factors that push people out of an country, could be war, violence, unemployment

Answer 14

Push factors (Talent Partnership)

Question 15

Tickets to tivoli, demand for cheap migrant labour, especially in informal sectors

Answer 15

Pull factors (Talent Partnership)

Question 16

An individual who is in transit and/or applying for visas in a country of origin to go to i third destination

Answer 16

Third country national (TCN)

Question 17

Tailor-made, flexible ways of addressing the labour market and skills needs of Member states and partner countries

Answer 17

Talent partnership

Question 18

When we hire people based on the previous person in the same role. Doing this an organization will never change

Answer 18

Homophily

Question 19

Concentration of one sex in certain economic activities that may be high- or low- paying.
Example:
- Women tend to work in education and health sectors whereas men tend to work in finance and IT

Answer 19

Sectoral gender differences

Question 20

Concentration of sexes in separate jobs and roles.
Example:
Men are being more likely to be promotes to supervisor positions than women due to discriminations or self-choice: “Glass-ceiling”

Answer 20

Occupational gender segregation

Question 21

A metaphorical barrier that represents the invisible, yet formidable, obstacles that prevent women and other marginalized groups from advancing to top leadership positions within an organization

Answer 21

Glass-Ceiling

Question 22

The rise of “us versus them” thinking across the world

Answer 22

Social and political polarization

Question 23

Acknowledge indirect emotional distress

Answer 23

Individuation

Question 24

Employees perceptions of the extent to which their organization values diversity as evident in the organization’s formal structure, informal values, and social integration of under-represented employees (Dwertmann, Nishii, & van Knippenberg 2016)

Answer 24

Diversity Climate

Question 25

What predicts the diversity climate?
- Favourable perceptions of organization’s performance appraisal system
- Sexual orientation diversity management is related to positive psychological for gay men and lesbians (Kollen 2016)

Answer 25

Antecedents to Diversity Climate

Question 26

Those who transmit social information about the importance of inclusion through role modelling, which impacts employee perceptions of inclusive climate

Answer 26

Inclusive Leadership

Question 27

Large determinant of how likely they are to leverage their uniqueness to provide value in the organization

Answer 27

Psychological Safety

Question 28

The perception that each individual/ employee have about the organization

Answer 28

Diversity Climate

Question 29

Self (instead of organizational) perception
* A feeling of how you, yourself feel included
* “How do I feel”,
“How do I feel at Nova/ Do I belong at Nova”

Answer 29

Diversity Inclusion

Question 30

An individual who is in transit and/or applying for visas in a country of origin to go to a third destination

Answer 30

Third country national (TCN)