CDP Recruitment & Retention Diversity 3 — Questions and Answers
Question 1: Which of the following BEST describes the concept of 'diverse slates' in hiring?
- Hiring only candidates from underrepresented groups
- Ensuring the pool of finalists for any position includes candidates from diverse backgrounds (Correct answer)
- Eliminating reference checks for minority candidates
- Setting a fixed percentage of hires from specific demographics
Correct answer: Ensuring the pool of finalists for any position includes candidates from diverse backgrounds
Diverse slates ensure decision-makers consider a range of qualified candidates from different backgrounds before making a final selection.
Question 2: A company's exit interview data shows that employees with disabilities leave at a higher rate than other groups. The FIRST step a diversity professional should take is:
- Immediately redesign the physical office space
- Conduct a deeper analysis to identify the specific barriers causing attrition (Correct answer)
- Remove all accommodation request processes to simplify operations
- Hire more employees with disabilities to offset the turnover rate
Correct answer: Conduct a deeper analysis to identify the specific barriers causing attrition
Diagnosing root causes through deeper analysis prevents investing resources in solutions that may not address the actual problem.
Question 3: Which approach to employee resource groups (ERGs) MOST contributes to retention of underrepresented employees?
- Limiting ERGs to social events with no connection to business strategy
- Integrating ERGs into talent development, feedback loops, and leadership pipelines (Correct answer)
- Requiring all employees to join at least one ERG
- Allowing ERGs to operate independently with no organizational support or budget
Correct answer: Integrating ERGs into talent development, feedback loops, and leadership pipelines
ERGs drive retention when they are linked to career development and have organizational support, giving members a sense of belonging and advancement opportunity.
Question 4: The 'broken rung' concept in diversity retention refers to:
- Physical accessibility barriers in the workplace
- The gap in promotions from individual contributor to first-level management for women and minorities (Correct answer)
- Failure to recruit diverse candidates at the entry level
- The wage gap between executive and non-executive employees
Correct answer: The gap in promotions from individual contributor to first-level management for women and minorities
The broken rung describes how underrepresented groups are less likely to be promoted to that first managerial step, limiting their progression up the entire leadership ladder.
Question 5: When sourcing candidates from Historically Black Colleges and Universities (HBCUs), which practice demonstrates genuine commitment versus performative diversity recruiting?
- Posting job listings on an HBCU campus board once a year
- Building long-term partnerships with career centers and attending campus events consistently (Correct answer)
- Only recruiting from HBCUs during Black History Month
- Requiring HBCU graduates to undergo additional screening not required of others
Correct answer: Building long-term partnerships with career centers and attending campus events consistently
Sustained, relationship-based recruiting partnerships signal authentic commitment and build trust with the talent community over time.
Question 6: A recruiter at a tech company always schedules final interviews for candidates who attended the same university as the hiring manager. This is MOST likely an example of:
- Structured hiring
- Credential bias
- Affinity bias reinforced through process (Correct answer)
- Disparate impact testing
Correct answer: Affinity bias reinforced through process
Allowing a shared educational background to influence candidate advancement reflects affinity bias embedded in the hiring process.
Question 7: Which of the following BEST supports the retention of LGBTQ+ employees?
- Offering general wellness benefits with no LGBTQ+-specific coverage
- Ensuring health benefits include LGBTQ+-inclusive coverage, using inclusive language in policies, and visibly supporting LGBTQ+ events (Correct answer)
- Asking employees to keep personal identities private at work
- Conducting a one-time inclusion survey
Correct answer: Ensuring health benefits include LGBTQ+-inclusive coverage, using inclusive language in policies, and visibly supporting LGBTQ+ events
Inclusive benefits, affirming policies, and visible allyship create a workplace environment where LGBTQ+ employees feel safe and valued, reducing turnover.
CDP Recruitment & Retention Diversity 3
Which of the following BEST describes the concept of 'diverse slates' in hiring?