Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

SHRM-CP 2023 > Diversity, Equity, & Inclusion > Flashcards

Diversity, Equity, & Inclusion Flashcards

1
Q

Covering

A

Defensive behavior that occurs when an organization
recruits a diverse workforce but, consciously or
otherwise, promotes assimilation rather than inclusion

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Cultural taxation

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Diversity

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Employee resource group (ERG)

A

Voluntary group for employees who share a particular
diversity dimension (race, religion, ethnicity, sexual
orientation, etc.); also known as affinity group or network
group.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Impostor syndrome

A

A feeling that one’s success is due to luck, not hard
work or skill; can lead individuals to feeling unfit for their
current role.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Inclusion

A

Extent to which each person in an organization feels
welcomed, respected, supported, and valued as a team
member.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Neurodiversity

A

Refers to a workforce that approaches problems using
different conceptual thought approaches that may stem
from atypical brain structure, for example, attention deficit
disorder (ADD), attention-deficit/hyperactivity disorder
(ADHD), and anything categorized as existing on the
autism spectrum (autism spectrum disorder, or ASD).

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What are teh three types of diversity?

A

Legacy - inherent - differences we are born with or into and how those affect one’s world views

Experiential - life experiences

Thought - perspectives based on edcation adn socioeconomic background

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Define Equity

A

Providing additinoal resources to those who need themt o take fair advantage of opportnities within a company

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What are the Benefits and Characteristics of DEI

A
  • Improved creativity and innovation
  • recruitment and retention
  • Market Strengths
  • Branding
  • Global integration - local differentiation
  • Increased revenue
  • With diversity, an organization has teh foundation to develop a more cohesive, collaborative, and innovative work environment and the potential to drive continued growth
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are the characteristics of a Dynamic and Inclusive Workplace?

A
  • Multigenerational
  • Multicultural
  • Multilingual
  • Multitalented
  • Multigendered
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What are the three main reasons a strategic approach is required when developing an inclusive workplace?

A
  • Priority - if it isn’t a priority it will fall to other concerns
  • Complexity - has a lot of moving parts to consider
  • Resistance - change required so there may be pushback
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What are the six basic steps to implementing DEI?

A
  • Educate your leaders
  • Form an inclusin council
  • Celebrate employee differences
  • Listen to employees
  • Hold more effective meetings - ecmployees will contribute and feel valued
  • Communicate goals and measure progress
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Factors that are crucial to overall success of a DEI program

A
  • Leadership buy-in
  • Executive sponsorship
  • ERGs
  • Allyship
  • Mentorship
  • Unconcious bias training
  • psychological safety
  • Using preferred gender pronouns
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What are the criteria for effective ERGs

A
  • Whether groups have formal charters
  • Percentage of employees in at least on group
  • Racial/gender breakdown of groups
  • Percentage of top executives whoa re sponsors of groups
  • Whether groups are used for recruitment, onboarding of new employees, talent development, marketing, mentoring, and diversity training
  • If the groups’ success i smeasured through retention, engagement, talent development,a dn other contributions to business
  • If resource group leaders have rotational positions on executive diversity councils
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Why are allies crucial to an inclusive workplace?

A

They can be relied on to model empathy and be ambassadors for change, advocating for people who are underrepresented in small ways and working to correct uneven opportunities that those underrepresented people are receiving

17
Q

Why is mentorship crucial to an inclusive workplace?

A

Underrepresented employees whoa re being mentored can benefit from enhanced exposure resulting in increased opportunities.

18
Q

What is conscious bias

A

the individual understands that they have it. It results in intentional behavior and may manifest in the form of physical and verbal harassment or other eliberate actions such as exclusion

19
Q
A
19
Q

What is Unconscious bias

A

the individual is unaware of it but it still shapes their actions

20
Q

What are the different forms of bias

A
  • Gender-based discrimination
  • Gender identity bias
  • Sexual orientation bias
  • Racism
  • Stereotypes
  • Ageism
  • Ingroup/outgroup bias
  • Affinity bias
  • Social Comparison bias
  • Extroversion/introversion bias
  • Neurodiversity bias
  • Microaggressions
21
Q

What are microaggressions

A

Subtle, common, and quick insults and behaviors that convey negative or hostile messaging toward a certain marginalized people and/or group. Usually unintentional, subtle or indirect.

22
Q

What is internalized racism?

A

A member of a race accpets a negative messaging regarding their self-value and abilities due to their race

23
Q

What are the four dimensions that are affected in worker’s behavior when Covering is occuring?

A
  • Change in appearance - try to blend in
  • Affiliation - avoiding behaviors associated with their identity group
  • Advocacy - avoiding advocating on behalf of their identity group
  • Association - avoiding associating with other members of their identity group
24
Q

What are two common workplace solutions for DEI issues?

A

Implement policies and procedures
Make changes and accommodations in their facilities and systems

25
Q

What are common facility and system accommodations that can be made to enhance DEI?

A
  • Caregiver options
  • Workplace flexibility policies (work schedules, remote or hybrid work, etc)
  • Paid leave options
  • Tuition reimbursement programs or student loan assistance
  • Inclusive events calendars
  • Lactation rooms
  • Quiet or prayer rooms
  • Braille and screen readers
  • Closed captioning
  • Wheelchair ramps
  • Gender-neutral restroom
26
Q

What is the best tool to measure DEI?

A

Employee surveys

27
Q

How are employee surveys used to measure DEI

A
  • Used for engagement studies
  • Use the demographic data
  • Ask people if they feel included
28
Q

What questions should an inclusion survey include and what information shoudl be assessed?

A
  • Overall DEI efforts/cultures
  • Hiring and recruitment
  • Career development
  • Personal experiences
  • Policies and procedures
  • Suggestions and comments
29
Q

Why are DEI metrics important

A
  • They enable course correction by providing feedback as to the success or failure of initiative elemetns
  • Provide credibility, demonstrating the initiative’s impact on the organizatin’s competitive strategy
30
Q

According the Gardenswartz and Rose, what two areas of concern are addressed when measuring DEI metrics?

A
  • Process measures assess how we did, what went well, what didn’t and why
  • Results measures assess the difference it made to the organization
31
Q

What are the three guidelines offered by Mary Martinez and Michael Finean for generating useful DEI metrics?

A
  • Let go of the notion that each country must have the same measures
  • Engage local staff fully in determining the differences that make us different
  • Use a wide range of measures to demonstrate progress toward inclusion and full utilization of available talent.
32
Q

What is a Pay Audit

A

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

33
Q

Define pay Equity Reports

A

Reports that disclose the results of a pay audit. It refers to the salary paid to similar positions examined through the lens of one or more dimensions of diversity.

34
Q

What is Pay Transparency

A

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

35
Q

What is Gender Diversity Metric

A

Examines the composition of the workforce broken down along the gender diversity dimension. Can help organizations identify if hiring practices, including job postings and interview practices, are equitable across gender lines

36
Q

What is Race Diversity Metric

A

Examines the compositino of the workforce broken down along the racial diversity dimension. Can help organizatinos identify if hiring practices, including job postings and interview practices, are equitable across racial lines.

37
Q

What is the SHRM Empathy Index

A

Assess inclusing in the workplace using five diffferent components, each scored from 0 to 100 (Belonging, inclusion, openness, conflict management, non-discriminatory practices). Was formed in recognition that DEI is not possible without focus on empathy in the workplace. The empathy index is designed to be used to quickly assess inclusion, enabling organizations to monitor progress along this crucial DEI aspect.

SHRM-CP 2023 (25 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions