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SHRM CP > Diversity, Equity, and Inclusion > Flashcards

Diversity, Equity, and Inclusion Flashcards

1
Q

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

A

Diversity

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2
Q

Traits that are easily recognizable and visible - culture, race, gender, age. nationality, etc.

A

Legacy Diversity

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3
Q

Diversity based on lived experiences - where someone grew up, went to school, family, etc.

A

Experiential Diversity

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4
Q

Diversity based on different perspectives, resulting from education and socioeconomic background

A

Thought Diversity

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5
Q

Extent to which each person in an org feels welcomed, respected, supported, and valued

A

Inclusion

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6
Q

Providing additional resources to those who need them to take fair advantage of opportunities within a company

A

Equity

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7
Q

Benefits of DE&I

A
  • improved creativity and innovation
  • recruitment and retention
  • market strengths
  • branding
  • global integration and local differentiation
  • increased revenue
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8
Q

Strategic value of DE&I

A

Capturing talent, understanding markets, diverse perspective for innovation, knowing how to pitch products, knowing how to generate employee commitment

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9
Q

6 Basic steps to DE&I

A
  1. Educate your leaders
  2. Form an inclusion council
  3. Celebrate employee differences
  4. Listen to employees
  5. Hold more-effective meetings
  6. Communicate goals and measure progress
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10
Q

How DE&I can gain commitment at an org’s highest level

A

By demonstrating its ability to play a critical role in achieving core business goals

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11
Q

Voluntary group for employees who share a particular diversity dimension - social network and support group, career development resource, advocacy group

A

Employee Resource Group (ERG)

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12
Q

Model empathy and be ambassadors for change, advocating for people who are underrepresented, working to correct uneven opportunities

A

Allyship

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13
Q

An individual feeling that they are able to speak up, question, ask for help, and admit mistakes

A

Psychological Safety

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14
Q

Pervasive and universal, everyone has some form

A

Unconscious Bias

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15
Q

Assumptions made based on shared/similar experiences

A

Affinity Bias

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16
Q

Subtle, common, and quick insults and behaviors that convey negative or hostile messaging toward certain marginalized groups

A

Microaggressions

17
Q

Feeling that success is due to luck, not hard work or skill, can leave individuals feeling unfit for their current role

A

Imposter syndrome

18
Q

Defensive behavior that occurs when an org recruits a diverse workforce, but promotes assimilation rather than inclusion

A

Covering

19
Q

Additional workload generated for members of an underrepresented group due to their requested participation in DE&I efforts

A

Cultural Taxation

20
Q

What type of culture instills psychological safety and helps prevent imposter syndrome?

A

Culture of empowerment, accountability, courage, and humility

21
Q

Measurement that assesses how we did, what went well, what didn’t, and why

A

Process Measurement

22
Q

Measurement that assesses the difference the initiative made to the org

A

Results Measurement

23
Q

DE&I Metrics

A
  • gender diversity
  • racial diversity
  • retention rates for diverse employees
  • SHRM empathy index
  • diversity of external stakeholders
24
Q

5 Different components used to assess inclusion in the workplace for SHRM empathy index

A
  1. belonging
  2. inclusion
  3. openness
  4. conflict management
  5. non-discriminatory practices
25
Q

Purpose of a diversity pay audit

A

To determine if particular sets of individuals are paid less on average than others, to identify and address these pay gaps

26
Q

Disclose the results of a pay audit - salary paid to similar positions examined through the lens of dimensions of diversity

A

Pay equity reports

27
Q

Publishing pay scales, helps employees feel their pay is equitable throughout the workforce and helps minimize pay gaps between groups

A

Pay transparency

SHRM CP (23 decks)

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