Question 1

What is the MEIM-R? How might it be useful for a diversity manager?

Accepted Answer

The MEIM-R stands for the Multigroup Ethnic Identity Measure - Revised. It is a psychological assessment tool designed to measure various aspects of ethnic identity in individuals from diverse ethnic backgrounds. The MEIM-R is an updated version of the original MEIM, which was developed by Phinney in 1992. The revised version typically includes questions that assess the individual's exploration of their ethnic heritage, as well as the commitment to and affirmation of their ethnic group.

The MEIM-R is useful for a diversity manager in several ways:

1. **Understanding Employees**: It can help a diversity manager understand how employees from different ethnic backgrounds perceive their own identity. This understanding can inform the development of workplace policies and practices that are sensitive to the diverse experiences and needs of employees.

2. **Cultural Competence**: By using the MEIM-R, a diversity manager can assess the level of cultural competence within the organization. This can help in identifying areas where training or development might be needed to improve intercultural relations and communication.

3. **Inclusion Strategies**: The MEIM-R can provide insights into how strongly individuals identify with their ethnic group, which can be valuable information when creating inclusion strategies. It can help ensure that these strategies are not one-size-fits-all but are tailored to the specific needs and identities of the workforce.

4. **Conflict Resolution**: Understanding the ethnic identity of employees can also be helpful in conflict resolution. If conflicts arise that are related to ethnic differences, a diversity manager can use insights from the MEIM-R to approach the situation with a deeper understanding of the individuals involved.

5. **Recruitment and Retention**: By understanding the ethnic identity of current employees, a diversity manager can better tailor recruitment and retention strategies to attract and keep a diverse workforce. This can include creating a work environment where individuals from all backgrounds feel valued and understood.

6. **Benchmarking and Measuring Progress**: The MEIM-R can serve as a benchmarking tool to measure the effectiveness of diversity initiatives over time. By periodically administering the MEIM-R, a diversity manager can track changes in how employees feel about their ethnic identity and the inclusiveness of the workplace culture.

In summary, the MEIM-R is a valuable tool for a diversity manager to assess and understand the complexities of ethnic identity within their organization. It provides data that can be used to inform a range of diversity and inclusion initiatives, ultimately contributing to a more harmonious and productive workplace.

Question 2

What is an implication of the ASA model?

Accepted Answer

A)  Organizations become more heterogenous. 
B)  Organization members become less biased. 
C)  Organization members become more biased. 
D)  Organizations become more homogenous. 
A)  Organizations become more heterogenous. 
B)  Organization members become less biased. 
C)  Organization members become more biased. 
D)  Organizations become more homogenous. D

Question 3

Which of the following is an assumption of Social Identity Theory?

Accepted Answer

A)  Discrimination against outgroups is the most important way that ingroups maintain their positive identity. 
B)  Ingroup members evaluate their own groups through social comparison with relevant outgroups. 
C)  Individual self-esteem is unrelated to group self-esteem. 
D)  Ingroup members evaluate their own groups by carefully evaluating individual group members. 
A)  Discrimination against outgroups is the most important way that ingroups maintain their positive identity. 
B)  Ingroup members evaluate their own groups through social comparison with relevant outgroups. 
C)  Individual self-esteem is unrelated to group self-esteem. 
D)  Ingroup members evaluate their own groups by carefully evaluating individual group members. B

Question 4

What is social identity and why is it important, according to Social Identity Theory?

Accepted Answer

Social identity refers to the part of an

Question 5

Explain the ASA Model developed by Benjamin Schneider. What are its implications for diversity managers and other employees?

Accepted Answer

The ASA Model, developed by Benjamin Sch

Question 6

What important notion came out of the minimal groups studies by Tajfel and Turner in the 1970s?

Accepted Answer

A)  Reward was necessary to create ingroup favoritism. 
B)  Competition was not necessary to create ingroup favoritism. 
C)  History of previous conflict was necessary to create ingroup favoritism. 
D)  When participants were asked to serve as resource allocators, this request erased any ingroup favoritism they may have shown to their own groups. 
A)  Reward was necessary to create ingroup favoritism. 
B)  Competition was not necessary to create ingroup favoritism. 
C)  History of previous conflict was necessary to create ingroup favoritism. 
D)  When participants were asked to serve as resource allocators, this request erased any ingroup favoritism they may have shown to their own groups.

Question 7

How many statuses are there in Helms' Theory of White Racial Identity Development?

Accepted Answer

A)  4 
B)  6 
C)  8 
D)  10 
A)  4 
B)  6 
C)  8 
D)  10

Question 8

List two ways in which theory and research on social identity can be helpful to diversity managers.

Accepted Answer

Social identity theory, which explores h

Question 9

Explain the main ideas in Janet Helms's theory of either Black or White racial identity. Do you find it convincing? Why or why not?

Accepted Answer

Janet Helms's theory of racial identity

Question 10

What are two methods that protect group-based self-esteem?

Accepted Answer

A)  permeability and impermeability 
B)  personal and social 
C)  diversity and inclusion 
D)  social competition and mobility 
A)  permeability and impermeability 
B)  personal and social 
C)  diversity and inclusion 
D)  social competition and mobility

Question 11

What is the difference between racial identity and ethnic identity? Which do you think is more relevant for diversity professionals, and why?

Accepted Answer

Racial identity refers to the categoriza

Question 12

Keisha has recently begun to idealize her Black heritage and attends rallies to promote the importance of issues related to Blacks. She also has begun to devaluate White culture, which she had previously simply accepted. What status of development of her racio-ethnic identity best applies?

Accepted Answer

A)  immersion-emersion 
B)  internalization 
C)  pre-encounter 
D)  encounter 
A)  immersion-emersion 
B)  internalization 
C)  pre-encounter 
D)  encounter

Question 13

Several theories and scales have been developed in the study of group-based identity. What similarities exist among them, and what differences?

Accepted Answer

Several theories and scales have been de

Question 14

Factors in bicultural competency include

Accepted Answer

A)  degree of cultural overlap between two cultures. 
B)  corrective feedback. 
C)  degree of dissimilarity in appearance. 
D)  all of these. 
A)  degree of cultural overlap between two cultures. 
B)  corrective feedback. 
C)  degree of dissimilarity in appearance. 
D)  all of these.

Question 15

What four types of identities have been identified in research on bi- or multi-racioethnic individuals? How is this relevant for diversity professionals and for those working in a diverse organization?

Accepted Answer

The four types of identities identified

Question 16

What is the minimal groups effect? Give an example of its relevance for the diversity manager.

Accepted Answer

The minimal group paradigm is a concept

Question 17

Research has addressed identity based in a single dimension (e.g., race, ethnicity, gender) and also identity of those who feel connections with more than one group. Is it useful to consider social identity as based in one membership group? Why or why not?

Accepted Answer

It is not useful to consider social iden

Question 18

The concept of ethnic identity as measured by scales such as the MEIM-R

Accepted Answer

A)  is not relevant for diversity professionals. 
B)  suggests that ethnic identity is a central part of self-image for some, and irrelevant for others. 
C)  should be assessed as part of employee selection. 
D)  is less important than the concept of racial identity. 
A)  is not relevant for diversity professionals. 
B)  suggests that ethnic identity is a central part of self-image for some, and irrelevant for others. 
C)  should be assessed as part of employee selection. 
D)  is less important than the concept of racial identity.

Question 19

Students in a group in their Workforce Diversity class made new connections with their peers in the class. What kinds of capital did these students gain?

Accepted Answer

A)  individual 
B)  cultural 
C)  group 
D)  social 
A)  individual 
B)  cultural 
C)  group 
D)  social

Question 20

According to the ASA model, what generally occurs?

Accepted Answer

A)  Individuals are attracted to the organization, selected by the organization, and then become attached. 
B)  Individuals become attached to the organization as they are socialized and then later leave if they no longer fit. 
C)  Individuals are attracted to the organization, selected by the organization, and then leave if they do not fit. 
D)  Individuals become attached to a new organization after being socialized which increases their attachment. 
A)  Individuals are attracted to the organization, selected by the organization, and then become attached. 
B)  Individuals become attached to the organization as they are socialized and then later leave if they no longer fit. 
C)  Individuals are attracted to the organization, selected by the organization, and then leave if they do not fit. 
D)  Individuals become attached to a new organization after being socialized which increases their attachment.

What is the MEIM-R? How might it be useful for a diversity manager?

What is an implication of the ASA model?

Which of the following is an assumption of Social Identity Theory?

What is social identity and why is it important, according to Social Identity Theory?

Explain the ASA Model developed by Benjamin Schneider. What are its implications for diversity managers and other employees?

What important notion came out of the minimal groups studies by Tajfel and Turner in the 1970s?

How many statuses are there in Helms' Theory of White Racial Identity Development?

List two ways in which theory and research on social identity can be helpful to diversity managers.

Explain the main ideas in Janet Helms's theory of either Black or White racial identity. Do you find it convincing? Why or why not?

What are two methods that protect group-based self-esteem?

What is the difference between racial identity and ethnic identity? Which do you think is more relevant for diversity professionals, and why?

Keisha has recently begun to idealize her Black heritage and attends rallies to promote the importance of issues related to Blacks. She also has begun to devaluate White culture, which she had previously simply accepted. What status of development of her racio-ethnic identity best applies?

Several theories and scales have been developed in the study of group-based identity. What similarities exist among them, and what differences?

Factors in bicultural competency include

What four types of identities have been identified in research on bi- or multi-racioethnic individuals? How is this relevant for diversity professionals and for those working in a diverse organization?

What is the minimal groups effect? Give an example of its relevance for the diversity manager.

Research has addressed identity based in a single dimension (e.g., race, ethnicity, gender) and also identity of those who feel connections with more than one group. Is it useful to consider social identity as based in one membership group? Why or why not?

The concept of ethnic identity as measured by scales such as the MEIM-R

Students in a group in their Workforce Diversity class made new connections with their peers in the class. What kinds of capital did these students gain?

According to the ASA model, what generally occurs?

Basic Concepts

Conceptualizing and Measuring Difference

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

The Big Three: Stereotypes, Prejudice, and Discrimination

Diversity, Inclusion, and the Law

Making the Most of Diversity in Teams

Sex, Gender, and Work

Race, Ethnicity, and Work

Sexual Orientation and Work

Religion, Age, Ability, Appearance, Weight, Social Class, and Work

Building Diversity Competence for Individuals

Building Organizational Diversity Competence Through Organizational Development

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Exam 5: Identities: Who We Are and Why That Matters

What is the MEIM-R? How might it be useful for a diversity manager?

What is an implication of the ASA model?

Which of the following is an assumption of Social Identity Theory?

What is social identity and why is it important, according to Social Identity Theory?

Explain the ASA Model developed by Benjamin Schneider. What are its implications for diversity managers and other employees?

What important notion came out of the minimal groups studies by Tajfel and Turner in the 1970s?

How many statuses are there in Helms' Theory of White Racial Identity Development?

List two ways in which theory and research on social identity can be helpful to diversity managers.

Explain the main ideas in Janet Helms's theory of either Black or White racial identity. Do you find it convincing? Why or why not?

What are two methods that protect group-based self-esteem?

What is the difference between racial identity and ethnic identity? Which do you think is more relevant for diversity professionals, and why?

Keisha has recently begun to idealize her Black heritage and attends rallies to promote the importance of issues related to Blacks. She also has begun to devaluate White culture, which she had previously simply accepted. What status of development of her racio-ethnic identity best applies?

Several theories and scales have been developed in the study of group-based identity. What similarities exist among them, and what differences?

Factors in bicultural competency include

What four types of identities have been identified in research on bi- or multi-racioethnic individuals? How is this relevant for diversity professionals and for those working in a diverse organization?

What is the minimal groups effect? Give an example of its relevance for the diversity manager.

Research has addressed identity based in a single dimension (e.g., race, ethnicity, gender) and also identity of those who feel connections with more than one group. Is it useful to consider social identity as based in one membership group? Why or why not?

The concept of ethnic identity as measured by scales such as the MEIM-R

Students in a group in their Workforce Diversity class made new connections with their peers in the class. What kinds of capital did these students gain?

According to the ASA model, what generally occurs?

Basic Concepts

Conceptualizing and Measuring Difference

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

The Big Three: Stereotypes, Prejudice, and Discrimination

Diversity, Inclusion, and the Law

Making the Most of Diversity in Teams

Sex, Gender, and Work

Race, Ethnicity, and Work

Sexual Orientation and Work

Religion, Age, Ability, Appearance, Weight, Social Class, and Work

Building Diversity Competence for Individuals

Building Organizational Diversity Competence Through Organizational Development

Filters