Diversity, Equity & Inclusion

Question 1

Diversity

Answer 1

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

Question 2

Legacy Diversity

Answer 2

Traits that are easily recognizable and visible such as external physical characteristics. Culture, ethnicity/race, nationality, gender, physical attributes, age and language.

Question 3

Experiential Diversity

Answer 3

Diversity based on lived experiences, for example where they lived, went to school, family, hobbies, interests

Question 4

Thought Diversity

Answer 4

Diversity based on different perspectives, resulting from educationAnd socioeconomic background introducing thought diversity can help guard against groupthink injecting your ideas to decision making and help identify prime candidates to tackle urgent problems and issues.

Question 5

Inclusion

Answer 5

The extent to which each person in an organization feels welcome respected supported and valued and inclusive organization is one in which all members field involved and empowered to contribute and the organization works to stay in the state

Question 6

Equity

Answer 6

Equity means providing additional resources to those who need them to take for a vantage of opportunities within a company.

Question 7

Equality versus equity

Answer 7

equality refers to a state of fairness all employees are provided with equal rights and opportunities within the organization and are treated fairly equity however refers to the promotion of fairness and justice via the organizational structure that is the organization identifies ways to acknowledge specific demographic needs and challenges and incorporate them into its DE&I decision making

Question 8

Benefits and characteristics of DE&I

Answer 8

Improve creativity in innovation diverse views make for better business decisions and drive a performance culture this benefits arrived from having groups with multiple perspectives life experiences and learning and problem-solving this generates more ideas but the experience of working in the more no group with different behavior snorms also fosters increased openness and flexibility.

Recruitment and retention
Developing an inclusive and diverse workforce enhances the employers ability to track high potential talent in minority groups creating equal opportunities for everyone it’s also simply the right thing to do.

Market strengths
Having a diverse workforce Improves an organization’s ability to understand the perspectives and needs of its customer segments to identify And reach new market segments and to develop new products that anticipate and meet those needs.

Branding
The positive image of being a diverse, inclusive organization can be in marketing advantage and selling point, helping the organization to connect and identify a brand with the diverse markets.

Global integration and local differentiation
Local employee ad greater awareness of local loss and regulations and business models and practices. They also bring potential entry into social networks, sources of information, and influence.

Increase revenue
Diversity, equity, and inclusion are good for business and congealed a diversity dividend of quantifiable improvements and a market share, a competitive edge in accessing new markets, and a stronger bottom line. They are able to draw on a more diverse engaged workforce made up of top talent

Question 9

Characteristics of dynamic and inclusive workplaces

Answer 9

1. multigenerational
2. Multicultural
3. Multilingual
4. Multitalented
5. Multi gendered

Question 10

Developing an inclusive workplace

Answer 10

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

Question 11

Leadership Buy-in

Answer 11

DE& I miss demonstrate ability to play critical role in achieving business goals.
Must go be on general truths about benefits and specifically link to organizations mission vision and business objectives

Question 12

Executive sponsorship

Answer 12

Executive sponsorship must be real active and long-term to succeed may sponsor initiatives such as employee resource groups or ERG‘s


Question 13

Employee resource scripts or ERG’s

Answer 13

ERGs are voluntary groups for employees who share a particular diversity dimension must be self-selecting joining ERG can itself be empowering.

Question 14

Ally ship

Answer 14

Should exist at all levels of organization

Allies can be relied on to model empathy and be ambassadors for change.

Question 15

Unconscious bias training

Answer 15

Designed to illustrate biases that an individual may hold. Ways to reduce or remove inequalities through education

Question 16

Mentorship

Answer 16

Can benefit both mentor and mentee.

Provides opportunity to build strong and deep relationships with others

Question 17

Psychological safety

Answer 17

Refers to feeling Able to speak up,question,ask for help,admit mistakes.
Makes individuals feel valued and allows them to freely contribute.

Question 18

Preferred gender pronouns

Answer 18

Traditional pronouns are being phased out by organizations. 
Being replaced by gender neutral pronouns such as they there or them.
Can create feelings of inclusiveness among non-binary individuals

Organizational organizational culture must shift
Best practices to ask people how they want to be referred to by others and to respect that decision this decision may change over time

Question 19

Evolution integration of DE&I

Answer 19

DENI initiatives should be integrated with standard organization operations.
Initiatives should still be measured revise and reevaluated.

New diversity issues were inevitably arise over time.
Successful initiatives would change the nature of the issues needing attention
Focus on diversity issues will shift overtime

Question 20

Conscious bias

Answer 20

Individual understands they have it
Results in intentional behavior
May manifest as physical and verbal harassment or other deliberate actions

Question 21

Unconscious bias

Answer 21

Individual is unaware of the bias.

May not result in overt or deliver in action pistol informs decision making process and behavior

Question 22

Forms of bias

Answer 22

1 gender based discrimination
2 gender identity bias 
3 sexual orientation bias
4 racism including systemic 
5 stereotypes
6 ageism
7 Ingroup/outgroup bias
8 affinity bias
9 social comparison bias 
10 extroversion/introversion bias
11 Neurodiversity bias 
12 Micro aggressions


Question 23

Imposter syndrome

Answer 23

Feeding that success is due to lock not hard work or skill

Question 24

Covering

Answer 24

Defensive behavior when a workforce promotes a simulation rather than inclusion
FX workers behavior with regards to appearance, affiliation, advocacy, and association

Question 25

Cultural taxation

Answer 25

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

Question 26

Workplace solutions

Answer 26

1 caregiver options
2 workplace for flexibility options
3 paid leave options
4 tuition reimbursement programs
5 student loan assistance
6 inclusive events calendar
7 lactation rooms
8 quiet or prayer rooms
9 Braille and screen readers
10 Close captioning
11 wheelchair ramps
12 Gender neutral restrooms

Question 27

Employee service

Answer 27

Surveys to assess inclusion should examine
1  Overall DE& I efforts/culture
2 hiring and recruitment
3 career development
4 personal experiences
5 policies and procedures
6 Suggestions and comments

Question 28

Common DE&I metrics

Answer 28

Gender diversity
Race diversity
SHRM empathy index includes belonging inclusion openness conflict management and non-discriminatory practices
Retention rates for diverse employees
Diversity of external stakeholders

Question 29

Pay audits

Answer 29

Analyze pay information to see if sets of individuals are paid less or more than others on average. Can be used to help reduce pay gap’s

Question 30

Pay equity reports

Answer 30

Disclose results of a pay audit

Pay equity refers to salary paid to similar positions a examined through lens of one or more dimensions of diversity

Question 31

Pay transparency

Answer 31

Important to pursuit of pay equity
Includes publishing pay scales
Helps employees feel that their pay is equitable throughout workforce.