Mixed Deck — All CDE Topics Flashcards

Supplier diversity performance is most commonly measured as what?

Answer: Percentage of total addressable spend with certified diverse suppliers

Diverse spend as a share of addressable procurement spend is the standard supplier diversity metric.

How can change management initiatives be sustained over time?

Answer: By monitoring the change progress and providing continuous support

Sustaining change over time requires ongoing vigilance and reinforcement, not just initial implementation. Continuously monitoring progress allows organizations to identify and address any emerging issues or regressions, while providing consistent support and resources helps embed the new behaviors and processes into the organizational fabric.

Employee resource groups (ERGs) are best positioned as which type of stakeholder in a DEI strategy?

Answer: Strategic partners who provide insight, talent pipeline support, and market input

Mature ERGs act as business resource groups that advise on policy, recruitment, and customer markets.

Which law requires employers to keep personnel and employment records related to hiring and terminations for at least one year?

Answer: EEOC regulations under Title VII

EEOC recordkeeping rules (29 CFR 1602) require keeping personnel records for one year from the record's creation or the personnel action.

A Certified Diversity Executive is reviewing the company's job postings. Which language change best supports inclusive talent acquisition?

Answer: Replacing 'ninja' and 'rockstar' with clear, skill-based descriptors

Coded language like 'ninja' or 'rockstar' can deter diverse candidates; replacing such terms with clear skill descriptors broadens the applicant pool.

What is the 'broken rung' concept as it applies to diversity in corporate pipelines?

Answer: The first promotion from individual contributor to manager where women and minorities are disproportionately passed over

McKinsey's 'broken rung' research identifies the first promotion as the point where women — particularly women of color — fall behind men, creating a lasting leadership gap.

A company's applicant pool is 40% Hispanic, but only 15% of hires are Hispanic. Where should the analytics team look first?

Answer: Pass-through rates at each hiring stage to find where the drop-off occurs

Funnel analysis shows which stage, such as screening, interview, or offer, causes the disproportionate loss.

Which approach best protects employees who report ethical concerns about discriminatory practices?

Answer: A confidential reporting channel with an explicit anti-retaliation policy

Confidential channels combined with enforced anti-retaliation policies encourage reporting and protect whistleblowers.

Sending a diversity strategy back for repeated revisions because requirements were unclear at the start is an example of which Lean waste?

Answer: Rework (defects)

Rework caused by defects or unclear requirements is a classic Lean waste.

Which communication approach is most effective when engaging stakeholders with differing levels of DEI awareness?

Answer: Segmented messaging tailored to each audience's needs, concerns, and knowledge level

Tailored messages meet stakeholders where they are and increase understanding and buy-in.

Under U.S. law, which agency enforces federal laws prohibiting employment discrimination such as Title VII of the Civil Rights Act?

Answer: Equal Employment Opportunity Commission

The EEOC enforces Title VII, the ADA, the ADEA, and related federal anti-discrimination laws.

A 'broken rung' in the career pipeline most often refers to which barrier?

Answer: The first promotion from entry level to manager, where women are disproportionately left behind

McKinsey and LeanIn.Org's Women in the Workplace research identifies the first step up to manager as the broken rung.

Which federal law prohibits employment discrimination based on race, color, religion, sex, and national origin for employers with 15 or more employees?

Answer: Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 is the cornerstone federal law prohibiting employment discrimination on five protected bases.

A cost-benefit ratio of 0.6 for a proposed program means:

Answer: Benefits are only 60% of costs

A benefit-cost ratio below 1.0 means benefits are smaller than costs.

After a successful improvement to the exit interview process, what should be documented to standardize it?

Answer: Standard operating procedures, owners, and monitoring metrics

Documented SOPs, ownership, and metrics ensure the improved process is sustained and repeatable.

A budget item that stays the same no matter how many employees attend a DEI program, such as a platform license, is a:

Answer: Fixed cost

Fixed costs do not change with activity volume within a relevant range.

How should performance be measured in organizational leadership?

Answer: Using balanced scorecards with multiple key performance indicators

Balanced scorecards with multiple KPIs provide a comprehensive view of performance across financial, customer, process, and learning dimensions.

Which U.S. case established that employment tests with disparate impact must be job-related and consistent with business necessity?

Answer: Griggs v. Duke Power Co.

Griggs v. Duke Power (1971) established the disparate impact doctrine under Title VII.

Generally, how long does an employee have to file a Title VII charge with the EEOC?

Answer: 180 days, or 300 days where a state or local agency enforces a similar law

The EEOC deadline is 180 days, extended to 300 days where a state or local FEP agency enforces a similar law.

What is the purpose of an 'applicant flow log' for federal contractors?

Answer: Tracking applicants' demographics and dispositions to support adverse impact analysis

Applicant flow data supports compliance analysis of selection rates by race, sex, and other protected status.