Diversity, Equity & Inclusion

Question 1

Inclusion

Answer 1

The extent to which each person in an organization feels welcomed, respected, supported, and valued.

Question 2

Equity

Answer 2

“How do we ensure that everyone has the same ability to contribute to their fullest potential?”
The goal of equity is to lift all employees up, to attempt to break down demographic barriers and challenges, and to empower all employees so that they can perform at their best.

Question 3

Multigenerational

Answer 3

Different generations bring different skill sets and perspectives. Partnering employees from different generations can help generate innovative and creative solutions.
Provides opportunities for cross-generational learning and mentoring and knowledge transfer
Different generations require different engagement strategies

Question 4

Multicultural

Answer 4

Multicultural organizations have access to a greater diversity of thought and experience and can therefore benefit from more innovation and creativity in decision making
Can gain valuable insights into other cultures for the purpose of market expansion
Opportunities to appeal to diverse talent and customers

Question 5

Multilingual

Answer 5

Opportunities for organizational growth and are able to bridge certain gaps in understanding and communication

Question 6

Multitalented

Answer 6

These workforces are flexible and able to adapt to fast-paced, changing situations and work environments.
These workforces can be more collaborative, which can enhance team building and engagement
Can lead to challenges with retention if multitalented employees feel dissatisfied or unchallenged.

Question 7

Multigendered

Answer 7

Can signify a forward-thinking organization and leadership, which can attract more diverse candidates.

Question 8

Employee Resource Group

Answer 8

AKA affinity group or network group. A voluntary group for employees who share a particular diversity dimension.
HR is NOT the ERG

Question 9

Gender Discrimination

Answer 9

Assumptions based on gender

Question 10

Gender identity bias

Answer 10

Assumptions based on an individual’s gender identity

Question 11

Sexual orientation bias

Answer 11

Based on individual sexual orientation

Question 12

Racism

Answer 12

Based on race and/or ethnicity. This includes systemic racism

Question 13

Stereotypes

Answer 13

Generalizations about members of a group or social category with regard to their qualities and characteristics

Question 14

Ageism

Answer 14

Based on age

Question 15

Ingroup/outgroup bias

Answer 15

Assumptions are made based on group-level similarities or differences.
This is similar to leader-member exchange. “Us” vs “them”

Question 16

Affinity Bias

Answer 16

Assumptions made based on shared or similar experiences
The “like me” bias.
This can often be seen in succession planning, as people pick a leader just like them to follow in their footsteps.

Question 17

Social Comparison Bias

Answer 17

Assumptions made based on a perceived social group

Question 18

Extroversion/Introversion bias

Answer 18

Assumptions made based on employee’s personality
I.E. quieter employees are seen as less engaged or less talented

Question 19

Neurodiversity bias

Answer 19

Assumptions made based on whether an employee is neurotypical or neurodivergent

Question 20

Micoagressions

Answer 20

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

Question 21

Imposter Syndrome

Answer 21

The feeling that success is due to luck, not hard work or skill. This can lead individuals to feel unfit for their current role and as if they have fooled others into believing that they are more competent than they really are.

Question 22

Covering

Answer 22

Defensive behavior that occurs when organizations recruit a diverse workforce but promote assimilation rather than inclusion. The subtle message is “you are welcome despite of who you are, not because of who you are”

Question 23

Cultural Taxation

Answer 23

Refers to the additional work generated for members of an underrepresented group due to the requested participation in DEI effots.

Question 24

SHRM Empathy Index

Answer 24

Assess inclusion in the workplace using five different components (score from 0 - 100)
Belonging
Inclusion
Openness
Conflict Management
Non-Discriminatory Practices

This index was formed in recognition that DE&I is not possible without a focus on empathy in the workplace. Designed to quickly assess inclusion, enabling organizations to monitor progress.

Question 25

Pay Transparency

Answer 25

Includes publishing pay scales, helps employees feel that their pay is equitable throughout the workforce without having to directly compare salaries with each other

Question 26

Pay Audits

Answer 26

Analyze pay information across the organization to determine if particular sets of individuals are paid less or more on average than others.

Question 27

Pay Equity Report

Answer 27

Disclose the results of a pay audit. Pay equity refers to the salary paid to similar positions examined through the lens of one (or more) dimensions of diversity.