Question 1

The Global Diversity and Inclusion Benchmarks (GDIB) are a set of standards for

Accepted Answer

A)  cross-country comparisons in successful management of D&I. 
B)  evaluating the overall quality of an organization's D&I program. 
C)  guiding step by step development of a D&I program. 
D)  guiding selection of structural location for D&I accountability. 
A)  cross-country comparisons in successful management of D&I. 
B)  evaluating the overall quality of an organization's D&I program. 
C)  guiding step by step development of a D&I program. 
D)  guiding selection of structural location for D&I accountability. B

Question 2

What factors affect advances of women and minorities in this organization? This question illustrates

Accepted Answer

A)  diversity attitude. 
B)  diversity leverage. 
C)  diversity climate. 
D)  SWOT analysis. 
A)  diversity attitude. 
B)  diversity leverage. 
C)  diversity climate. 
D)  SWOT analysis. C

Question 3

Organizational development (OD) is typically _____ and not a/an ______ model.

Accepted Answer

A)  collaborative; expert 
B)  expert; collaborative 
C)  individual-oriented; group 
D)  group-oriented; individual 
A)  collaborative; expert 
B)  expert; collaborative 
C)  individual-oriented; group 
D)  group-oriented; individual A

Question 4

Explain the concept of alignment and show how it could be a problem for managing D&I in an ongoing organization.

Accepted Answer

Alignment refers to the process of ensur

Question 5

The initial purpose of diversity training is often

Accepted Answer

A)  planning organizational change. 
B)  preventing or responding to harassment or discrimination. 
C)  increasing reputation with customers. 
D)  avoiding government regulators. 
A)  planning organizational change. 
B)  preventing or responding to harassment or discrimination. 
C)  increasing reputation with customers. 
D)  avoiding government regulators.

Question 6

Research by Kalev et al. showed that the greatest progress in diversifying organizations occurred when

Accepted Answer

A)  a structure was in place with responsibility for D&I efforts. 
B)  managers were trained. 
C)  the company was a startup rather than an existing organization. 
D)  all of these. 
A)  a structure was in place with responsibility for D&I efforts. 
B)  managers were trained. 
C)  the company was a startup rather than an existing organization. 
D)  all of these.

Question 7

Why is it useful to approach building a D&I program as a case of OD?

Accepted Answer

Approaching the building of a Diversity

Question 8

You are newly hired as the Diversity and Inclusion officer of a medium-sized company that has only a few things in place to address D&I. How might you get started? What would be some things to assess before you begin?

Accepted Answer

As the newly hired Diversity and Inclusi

Question 9

The management team at a relatively large company hopes to improve the company's D&I program. They decide to do a culture audit and then follow up with _______, which helps them tie the initiative to the bottom line and guide program changes.

Accepted Answer

A)  strategic planning 
B)  bottom-line analysis 
C)  diversity climate surveys 
D)  SWOT analysis 
A)  strategic planning 
B)  bottom-line analysis 
C)  diversity climate surveys 
D)  SWOT analysis

Question 10

What is the difference between diversity climate and diversity attitude? What is the role of either or both in a program of D&I management?

Accepted Answer

Diversity climate and diversity attitude

Question 11

Laurel has been consulting with a company to build up its D&I program. She often gets employees' input on the process and encourages them to be active members of the change effort instead of doing everything herself. Laurel is using what approach to change?

Accepted Answer

A)  Scientist-practitioner 
B)  SWOT analysis 
C)  Paradigm shift 
D)  Organizational development 
A)  Scientist-practitioner 
B)  SWOT analysis 
C)  Paradigm shift 
D)  Organizational development

Question 12

What are the three steps to develop organizational diversity competency, according to Cox and Beale (1997)?

Accepted Answer

A)  unfreezing, change, refreezing 
B)  awareness, understanding, action 
C)  noticing, planning, acting 
D)  inaction, awareness, action 
A)  unfreezing, change, refreezing 
B)  awareness, understanding, action 
C)  noticing, planning, acting 
D)  inaction, awareness, action

Question 13

Focus on development of new ways of thinking about an organization's strengths rather than its weaknesses is characteristic of

Accepted Answer

A)  Appreciative Inquiry. 
B)  team building. 
C)  survey feedback. 
D)  action research. 
A)  Appreciative Inquiry. 
B)  team building. 
C)  survey feedback. 
D)  action research.

Question 14

Resistance to change

Accepted Answer

A)  should be assessed as part of a culture audit. 
B)  may occur on individual behavior or organizational structures and processes. 
C)  is a typical response to organizational change efforts. 
D)  all of these. 
A)  should be assessed as part of a culture audit. 
B)  may occur on individual behavior or organizational structures and processes. 
C)  is a typical response to organizational change efforts. 
D)  all of these.

Question 15

Name-o Company checks on the company's D&I situation by gathering information on how demographic and other characteristics relate to issues like hiring and promotion decisions and attitudes towards diversity in the company. They also assess sources of resistance and support for change efforts. The Company is using

Accepted Answer

A)  a culture audit. 
B)  survey feedback. 
C)  Appreciative Inquiry. 
D)  EEO statistics. 
A)  a culture audit. 
B)  survey feedback. 
C)  Appreciative Inquiry. 
D)  EEO statistics.

Question 16

The main point of process consultation is

Accepted Answer

A)  assessing policies and procedures. 
B)  assessing observable processes like member roles and communication. 
C)  direction by the consultant of how to remedy problems based on processes. 
D)  improving the interfaces among organizational subgroups. 
A)  assessing policies and procedures. 
B)  assessing observable processes like member roles and communication. 
C)  direction by the consultant of how to remedy problems based on processes. 
D)  improving the interfaces among organizational subgroups.

Question 17

Who is most commonly considered to be responsible for change initiatives, according to a SHRM survey?

Accepted Answer

A)  CEO 
B)  upper management 
C)  human resources 
D)  front-line employees 
A)  CEO 
B)  upper management 
C)  human resources 
D)  front-line employees

Question 18

Relations among interdependent work units are the focus of

Accepted Answer

A)  organizational mirroring. 
B)  team building. 
C)  Appreciative Inquiry. 
D)  all of these. 
A)  organizational mirroring. 
B)  team building. 
C)  Appreciative Inquiry. 
D)  all of these.

Question 19

What is meant by structural locus of responsibility, and why is it important in a D&I program?

Accepted Answer

The structural locus of responsibility r

Question 20

Explain why a background in Human Resources would be useful for someone working in the area of D&I management. Why would a background in I-O psychology be useful?

Accepted Answer

A background in Human Resources would be

The Global Diversity and Inclusion Benchmarks (GDIB) are a set of standards for

What factors affect advances of women and minorities in this organization? This question illustrates

Organizational development (OD) is typically _ and not a/an __ model.

Explain the concept of alignment and show how it could be a problem for managing D&I in an ongoing organization.

The initial purpose of diversity training is often

Research by Kalev et al. showed that the greatest progress in diversifying organizations occurred when

Why is it useful to approach building a D&I program as a case of OD?

You are newly hired as the Diversity and Inclusion officer of a medium-sized company that has only a few things in place to address D&I. How might you get started? What would be some things to assess before you begin?

The management team at a relatively large company hopes to improve the company's D&I program. They decide to do a culture audit and then follow up with _______, which helps them tie the initiative to the bottom line and guide program changes.

What is the difference between diversity climate and diversity attitude? What is the role of either or both in a program of D&I management?

Laurel has been consulting with a company to build up its D&I program. She often gets employees' input on the process and encourages them to be active members of the change effort instead of doing everything herself. Laurel is using what approach to change?

What are the three steps to develop organizational diversity competency, according to Cox and Beale (1997)?

Focus on development of new ways of thinking about an organization's strengths rather than its weaknesses is characteristic of

Resistance to change

The main point of process consultation is

Who is most commonly considered to be responsible for change initiatives, according to a SHRM survey?

Relations among interdependent work units are the focus of

What is meant by structural locus of responsibility, and why is it important in a D&I program?

Explain why a background in Human Resources would be useful for someone working in the area of D&I management. Why would a background in I-O psychology be useful?

Basic Concepts

Conceptualizing and Measuring Difference

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

Identities: Who We Are and Why That Matters

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

Filters

Exam 14: Building Organizational Diversity Competence Through Organizational Development

The Global Diversity and Inclusion Benchmarks (GDIB) are a set of standards for

What factors affect advances of women and minorities in this organization? This question illustrates

Organizational development (OD) is typically _____ and not a/an ______ model.

Explain the concept of alignment and show how it could be a problem for managing D&I in an ongoing organization.

The initial purpose of diversity training is often

Research by Kalev et al. showed that the greatest progress in diversifying organizations occurred when

Why is it useful to approach building a D&I program as a case of OD?

You are newly hired as the Diversity and Inclusion officer of a medium-sized company that has only a few things in place to address D&I. How might you get started? What would be some things to assess before you begin?

The management team at a relatively large company hopes to improve the company's D&I program. They decide to do a culture audit and then follow up with _______, which helps them tie the initiative to the bottom line and guide program changes.

What is the difference between diversity climate and diversity attitude? What is the role of either or both in a program of D&I management?

Laurel has been consulting with a company to build up its D&I program. She often gets employees' input on the process and encourages them to be active members of the change effort instead of doing everything herself. Laurel is using what approach to change?

What are the three steps to develop organizational diversity competency, according to Cox and Beale (1997)?

Focus on development of new ways of thinking about an organization's strengths rather than its weaknesses is characteristic of

Resistance to change

The main point of process consultation is

Who is most commonly considered to be responsible for change initiatives, according to a SHRM survey?

Relations among interdependent work units are the focus of

What is meant by structural locus of responsibility, and why is it important in a D&I program?

Explain why a background in Human Resources would be useful for someone working in the area of D&I management. Why would a background in I-O psychology be useful?

Basic Concepts

Conceptualizing and Measuring Difference

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

Identities: Who We Are and Why That Matters

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

Filters

Organizational development (OD) is typically _ and not a/an __ model.