Workplace - Diversity & Inclusion

An organization attempts to create employee participation teams that balance membership, in part, by age. What dimension layer of diversity is being addressed? Answers Internal Organization External Personality

: Internal Internal dimensions of diversity include aspects over which we have little control, such as sex or age. Item ls4-11-51

Which is diversity's greatest value to an organization? Answers Positive publicity it brings the organization Improved employee and labor relations Range of perspectives and modes of thinking Ability to meet regulatory requirements

: Range of perspectives and modes of thinking What makes diversity valuable to an organization is, first and foremost, the expanding range of perspectives and modes of thinking that it provides, with potential rewards of greater innovation, creativity, and problem-solving capabilities. Item ls4-11-4

Which types of data should be measured at the preliminary assessment stage of the diversity and inclusion strategic process? Answers Attitudes about diversity Demographic and attitude data Organizational demographics Leadership goals and attitudes

: Demographic and attitude data Item ls4-11-24 Rationale A clear picture is needed not just of current organizational performance but also of current attitudes about diversity and about the organization's existing diversity and inclusion efforts. This requires both objective data, such as comparable promotion and turnover figures for various demographic groups, and subjective (but measurable) data, such as survey, interview, and focus group results.

What are three key reasons why diversity and inclusion (D&I) initiatives require full-fledged, organization-wide efforts? Answers Cultural stereotypes, diaspora, dilemma reconciliation Complexity, compliance, brand reputation Priority, complexity, resistance Demographic dichotomy, hyperconnectivity, compliance

: Priority, complexity, resistance D&I initiatives are resource-intensive because of priority, complexity, and resistance. To be a strategic priority, D&I must be aligned with core business goals; otherwise, it will always have a lower priority than more immediate concerns. Because of the complexity of the D&I problem, initiatives require a strategic, organization-wide solution. Achieving D&I initiatives requires major organization-wide change that can be problematic and challenging. Item ls16-1-12

In order to further its diversity and inclusion initiative, an organization wants to help its employee resource groups (ERGs) succeed. Which role should HR take? Answers Assigning each new employee to the appropriate ERG Encouraging ERGs to operate independent of the organization Supporting the establishment of ERG-focused programs Assuming a leadership position in each ERG

: Supporting the establishment of ERG-focused programs Item ls4-11-27 Rationale ERGs and their parent organizations can serve as resources for one another, and the parent organization can provide support and expertise. But a critical element of ERGs is that they are self-selecting. By joining an ERG, an employee chooses to focus on one of many diversity dimensions that comprise his or her identity or interests. By the same token, organizational sponsorship, rather than leadership, is the appropriate role.

Which of the following is considered a criterion for effective employee resource groups (ERGs) as established by DiversityInc.? Answers The group sets and signs off on metrics and goals. Group members serve as formal mentors. The leader of the group is the CEO or a direct report to the CEO. The group has a formal charter.

: The group has a formal charter. Item ls4-11-45 Rationale DiversityInc. recommends formal charters for ERGs. The other options refer to criteria for effective diversity councils, not ERGs.

A business providing cloud computing services intends to distribute its server centers in different time zones to protect against risks of local outages and to save cooling energy by moving the bulk of processing to centers operating at night. Which describes the impact to the organization's human capital planning? Answers The budget for talent development will be reduced. There will be an increased need for diversity training. The size of the workforce will decrease. Different technical skills will be required.

: There will be an increased need for diversity training. Home-country managers who work with staff at host-country sites will need to be more aware of cultural diversity. Item lsre-4-11-1

Which best describes the impact of having senior leaders directly involved in a diversity council? Answers Mandating that each functional area and location in the organization be represented in the employee resource group Replacing the need for a diversity strategy and using the employee resource group to be the stakeholders' voice Being a catalyst for change that aligns functions and responsibilities and creates greater commitment, efficiency, effectiveness, and productivity Ensuring that internal and external stakeholders each have their own view and plan relating to a diversity and inclusion strategy

: Being a catalyst for change that aligns functions and responsibilities and creates greater commitment, efficiency, effectiveness, and productivity Item ls4-11-26 Rationale Direct involvement of upper management is critical in order for an effective diversity and inclusion strategy to take hold. Leaders are able to leverage internal and external resources across the organization, throughout business units, to customers and the community, resulting in an attractive and competitive organization. There is no single council structure. Some organizations prefer a council with representation from all employee levels and functions; others opt for an executive council consisting entirely of upper management personnel. The relationship with ERGs or other advisory groups may vary as well.

Diversity may improve a team's innovation and creativity. Which obstacles may a diverse team have to initially overcome? Answers Rejecting out of hand any proposals from the home office Focusing on ideas from only one demographic, excluding other options Innovating while ignoring the costs of new approaches Demonstrating fragmented, nonproductive, and indecisive behavior

: Demonstrating fragmented, nonproductive, and indecisive behavior If not managed properly, diverse teams may become fragmented, nonproductive, and unable to arrive at decisions in a timely manner. Differences in approaches can be emphasized, making it difficult to reach a single solution. Item ls4-11-12

Which of the following initiatives best promotes diversity and inclusion in organizations? Development of a diversity council Recruitment of diverse job candidates Increased training for managers Support for state universities

: Development of a diversity council Item lsna-19-231 Rationale Organizations should establish a diversity council or comparable task force to define the diversity and inclusion initiative and take tangible steps to create the infrastructure to support diversity.

Which describes the most critical role of a diversity council? Answers Ensuring the involvement of upper management in the diversity initiative Establishing goals and programs for the diversity and inclusion initiative Coordinating the efforts of the organization's various employee resource groups Overseeing strategic alliances with outside organizations dedicated to diversity issues

: Establishing goals and programs for the diversity and inclusion initiative Item lsre-4-11-25 Rationale There must be a designated group whose sole responsibility is to guide, oversee, and champion the organization's diversity and inclusion initiative. That is the role of the diversity council, which serves as the nexus of the initiative. It establishes the vision, goals, and programs, and it collects information and analyzes outcomes.

Which factors contribute to the cost of diversity and inclusion initiatives? Answers Decreased creativity Branding efforts Employee turnover Expanded training

: Expanded training Successful implementation of diversity and inclusion efforts requires expanded employee training in cultural awareness, communication, and team building. Item lsna-19-151

Which statement best describes how organizations have evolved in their definition of diversity? From focusing on legal compliance to focusing on ethical and moral values From a cultural relativism perspective to one of universalist values From a defensive, compliance-based view to that of a strategic asset From considering only racial and cultural differences to also including gender-based differences

: From a defensive, compliance-based view to that of a strategic asset Diversity is not just a matter of adding new categories to a growing list of identity groups: race, religion, gender, culture, ethnic background, age, and so on. Rather, it is a move from viewing diversity defensively, as a matter of legal or ethical compliance, to viewing it strategically, as a valuable asset to be leveraged. Item ls4-11-3

Which statement best describes the relationship between diversity and inclusion? Answers Inclusion enables an organization to leverage the strategic value of diversity. Inclusion is a strategic approach, while diversity is a tactical approach. Diversity and inclusion are not related; they are mutually exclusive. Inclusion represents the costs, while diversity represents the benefits.

: Inclusion enables an organization to leverage the strategic value of diversity. Diversity provides the potential for greater innovation and creativity. Inclusion is what enables organizations to realize the business benefits of this potential. Diversity and inclusion, then, are two halves of the whole. Value is leveraged only by working from a definition of diversity that enables everyone to feel included, accepted, and valued. Item ls4-11-5

Which best describes how an organization's focus on diversity is a benefit to its recruitment efforts? It enhances the employment brand to attract talent. It reduces the costs of recruitment activities. It increases the number of potential candidates. It enables the organization to ignore local needs.

: It enhances the employment brand to attract talent. Developing an inclusive and diverse workforce enhances the employer's brand and its ability to attract high-potential talent in minority groups. The organization can also more easily respond to demographic changes and local labor markets. Item lsre-4-11-13

Which should be included in manager training for an organization's diversity and inclusion strategic initiative? Answers Overcoming any negative attitudes the managers have about minorities Leading diverse teams effectively and fostering an inclusive work environment Demonstrating how to comply with diversity-based legal requirements Identifying and overcoming limitations of minority members on their teams

: Leading diverse teams effectively and fostering an inclusive work environment Item ls4-11-32 Rationale The key goal of management-directed training is to help executives learn to manage more effectively. Diversity awareness courses aimed at the entire organization (another key training component) will cover better understanding how to work in a diverse organization, focusing on all differences and not particular groups.

Which best describes a diversity council? Answers Voluntary private/public partnership to promote diversity and inclusion Quasi-judicial review committee to review diversity and inclusion efforts Management task force to promote diversity and inclusion in the organization Labor-management committee dedicated to promoting diversity and inclusion in the organization

: Management task force to promote diversity and inclusion in the organization Item lsna-19-183 Rationale A diversity council is a management-level task force established to define and promote an organization's diversity and inclusion initiatives.

Which statement accurately describes the status of diversity and inclusion in a global context? Answers Diversity and inclusion is a concern only in the United States. Many countries have laws prohibiting employment discrimination. Diversity and inclusion initiatives consider only gender and race. The International Labour Organization requires diversity and inclusion initiatives.

: Many countries have laws prohibiting employment discrimination. Diversity and inclusion is a concern across the globe, and many countries have laws prohibiting discrimination. There is a great deal of variation across countries regarding which groups are impacted by these initiatives. Impacted groups may be members of a caste, a religious group, a racial group, and/or a nationality. Item lsna-19-212

Which is the primary aim of an organization's diversity and inclusion efforts? Answers To brand the organization To comply with labor laws To respond to pressure from labor unions To develop diverse perspectives

: To develop diverse perspectives The business case for diversity and inclusion efforts is premised on the value of diverse perspectives in an organization. Item lsna-19-152

Which approach is most effective for promoting diversity and inclusion globally? Answers Use a wide range of measures of success beyond demographics. Create a uniform standard for all countries. Emphasize the impact of diversity and inclusion for expatriates. Adher to local laws and religious traditions.

: Use a wide range of measures of success beyond demographics. Diversity and inclusion includes differences in perspectives, backgrounds, and experiences in addition to differences in demographic characteristics. Item lsna-19-370