CDP Workplace Belonging & Psychological Safety

Question 1

What is psychological safety as defined in organizational research?

Accepted Answer

The belief that one can speak up, take risks, and be vulnerable without fear of negative consequences

Answer

A legally mandated workplace policy ensuring physical safety

Answer

A training program designed to reduce workplace accidents

Answer

An HR metric measuring employee satisfaction scores

Question 2

Which researcher is most credited with popularizing the concept of psychological safety in workplace team research?

Accepted Answer

Amy Edmondson

Answer

Brené Brown

Answer

Timothy Clark

Answer

Claude Steele

Question 3

What is the primary organizational benefit of high psychological safety within teams?

Accepted Answer

Greater team learning, risk-taking, and innovation

Answer

Reduced employee healthcare costs

Answer

Improved regulatory compliance records

Answer

Higher executive retention rates

Question 4

Which of the following behaviors most undermines psychological safety on a team?

Accepted Answer

Publicly criticizing or shaming team members for mistakes

Answer

Encouraging open feedback during retrospectives

Answer

Celebrating diverse perspectives in meetings

Answer

Modeling vulnerability as a leader

Question 5

In a DEI context, 'belonging' is best described as:

Accepted Answer

The feeling that one is valued, included, and able to be authentic at work

Answer

Having the same demographic background as the majority of colleagues

Answer

Attending all company social events and celebrations

Answer

Receiving equal compensation to demographic peers

Question 6

Which of the following is a commonly used employee survey approach for measuring belonging?

Accepted Answer

Likert-scale items such as 'I feel like I belong at this company'

Answer

Net Promoter Score (NPS) benchmarking

Answer

Time-to-hire and offer acceptance rates

Answer

Turnover cost calculation per employee

Question 7

Research consistently shows that employees with a high sense of belonging are more likely to:

Accepted Answer

Demonstrate higher job performance and lower turnover intent

Answer

Resist organizational change initiatives

Answer

Require more managerial oversight and coaching

Answer

Prefer fully remote work arrangements