Diversity & Inclusion

Question 1

Diversity

Answer 1

Differences in people’s characteristics

Question 2

Diversity of thought

Answer 2

Unique perspectives individuals bring to organizations

Question 3

Visible diversity traits

Answer 3

• External physical characteristics that are easily recognizable.
• Can include:
  
  • Culture
  • Ethnicity/race
  • Nationality
  • Gender
  • Physical attributes
  • Age
  • Language

Question 4

Invisible diversity traits

Answer 4

• Attributes that are not readily seen
• Can be:
  
  • Diversity of thought, perspectives, and life experiences, which may include education, family status, values and beliefs, working-style preferences, and socioeconomic status.

Question 5

Equal opportunity

Answer 5

Providing equal playing field for all groups and mniorities without discrimination

Question 6

Reservation

Answer 6

• Law mandate a percentage quota or other special considerations for specified minority or ethnic groups
• Affirmitive actions is the term for the US

Question 7

Four layers of diveristy (inside out)

Answer 7

1. Personality
2. Internal dimensions
3. External dimensions
4. Organizational dimensions

Question 8

Personality layer of diversity

Answer 8

• Unique to each individual and influence the outer layers
• Include:
  
  • Style and characteristics
  • Preferences
  • Perceptions
  • Behavioral predispositions
  • Cognitive and learning styles

Question 9

Internal dimensions layer of diversity

Answer 9

• Aspects are often assigned at birth with little control
• Ex:
  
  • Gender, sexual orientation, physical abilities, ethnicity, race and age

Question 10

External dimensions layer of diversity

Answer 10

• Result from life experiences and chices
• Include:
  
  • Geographic location, income, personal habits, recreational habits, religion, education, work experiences, appearance, marital status, and parental status.

Question 11

Organizational dimensions layer of diversity

Answer 11

• The similarities and differences based on an individual’s position in the organization.
• Include:
  
  • Functional level or classification; content or field of work; division, department, unit, or group; seniority; work location; union affiliation; and management status.

Question 12

Inclusion

Answer 12

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

Question 13

Covering diversity when there is not inclusion includes

Answer 13

• Appearences
• Affiliation
• Advocacy
• Association

Question 14

Steps to develop and implement a diversity and inclusion strategy

Answer 14

1. Executive commitment
2. Peliminary assessment
3. Infastructure creation
4. System changes
5. Training
6. Measurement and evaluation
7. Evolution and integration

Then goes back to step 1

Question 15

Creating a business case for D&I includes

Answer 15

Tie D&I to mission, vision and business objectves

Question 16

The purpose of the preliminary assessment of diversity and inclusion

Answer 16

• Identify current needs to create corresponding priorities, goals, and objectives
• Provide benchmarks against which the success or failure of D&I strategies can be measured

Question 17

Data to collect in peliminary assessment of diversity and inclusion

Answer 17

• Demographic data on the organization workforce and the larger labor force and marketplace.
• Turnover statistics and other indicators of the rates at which employees move up in, or out of, the organization.
• Existing employee opinion and customer satisfaction surveys.
• Surveys and focus groups to determine employee attitudes about how inclusively they are treated.
• Leadership interviews to determine their goals, expectations, and concerns regarding D&I initiatives.

Question 18

Diversity council

Answer 18

• Task force created to define a diversity and inclusion initiative and guide the development and implementation process.
• Can include employees of all levels and functions

Question 19

Responsibilities of the diversity council include:

Answer 19

• Setting goals and priorities. (One source even suggests creating formal D&I vision and mission statements.)
• Ensuring alignment with core business strategies.
• Identifying obstacles and opportunities.
• Recommending actions.
• Monitoring the process.
• Collecting data and evaluating results.

Question 20

Employee resource group (ERG)

Answer 20

• Also known as affinity group or network group.
• Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.)
• Usually employees are self-selecting
• Can serve from social and support group to career development resource to mentoring program

Question 21

Systems that need to be examined, evaluated and revised with D&I strategy include

Answer 21

• All procedures and practices are in alignment with and supportive of the organization’s diversity values and standards.
• Recruiting initiative
• Evaluation of succession planning, talent pools, and pipeline planning
• Supply chain policies and vendor relations, both for consistency with D&I strategy and as a means of enhancing that strategy
• Development of marketing and advertising programs targeted to diverse markets.
• Corporate social responsibility programs to reflect the organization’s D&I values and commitment.

Question 22

D&I in onboarding and retention

Answer 22

• Financial impact
• Employee Resource Groups can help
• Expand focus to cinsider family and social adjustment needs

Question 23

D&I in supply chain managment

Answer 23

Building diversity requirements into searches for vendors and suppliers and seeking out minority-owned vendors (to the extent allowed by applicable law)

Question 24

Business case for promoting supplier diversity

Answer 24

• Strengthens the organization’s appeal to its own diverse customer base and tcustomers who specifically support supplier diversity practices.
• Diverse suppliers, especially those that are politically active, can serve as advocates for the company sourcing from them.
• Regulatory compliance, organizations are increasingly held responsible for the actions of their suppliers. (And even if they are not legally responsible, organizations may be judged by the “court of public opinion.”)
• Diverse suppliers can be resources in diversity recruiting efforts within the organization.
• Diverse suppliers bring many of the same benefits as diversity within the organization: unique skill sets, innovation, etc.
• Supplier diversity demonstrates social responsibility, which brings its own business benefits.

Question 25

D&I training programs should consist of

Answer 25

• Diversity awareness courses, to help their people develop a greater sensitivity to the opportunities and challenges of working in an increasingly dynamic and diverse organization.
• Diversity management courses, to equip executives to manage diverse teams effectively and foster an inclusive work environment.
• Professional development opportunities, which help minorities and others build skills to enable their success.

Question 26

Measuring D&I initatives

Answer 26

• Measure how you did, what went well, whad didn’t and why
• Results measure the difference made to the organization

Question 27

D&I integration initative

Answer 27

• Integrate ASAP into standard organizational operations
• Continue to measure, revise and reaveluate