Diversity & Inclusion Frameworks & Theories Flashcards

Which of the following frameworks specifically addresses the distinction between 'diversity' and 'inclusion' by using the metaphor of being invited to a party versus being asked to dance?

Answer: Vernā Myers's inclusion framework

Vernā Myers articulated the distinction between diversity (being invited to the party) and inclusion (being asked to dance), highlighting that representation alone does not guarantee a sense of belonging.

In Hofstede's framework, a country scoring HIGH on the 'Individualism' dimension would most likely exhibit which organizational culture?

Answer: Employees are expected to look after themselves and immediate families, and individual achievement is rewarded

High individualism cultures (like the U.S.) emphasize personal achievement, autonomy, and individual rights, in contrast to collectivist cultures that prioritize group cohesion.

The 'Platinum Rule' as applied in D&I and intercultural training advises practitioners to:

Answer: Treat others as they would like to be treated, based on their own preferences and cultural norms

The Platinum Rule—'treat others as they want to be treated'—moves beyond the Golden Rule by recognizing that different individuals and cultures have different preferences and needs.

Which model describes organizational change toward inclusion in stages, beginning with 'Exclusion' and ending with 'Transformation'?

Answer: The Diversity Maturity Model

The Diversity Maturity Model tracks organizational progression from exclusion of marginalized groups through compliance, positive action, and ultimately transformation of culture and systems.

In Social Identity Theory, 'in-group favoritism' occurs when:

Answer: Individuals tend to favor and positively evaluate members of the groups they belong to over members of out-groups

In-group favoritism is a well-documented cognitive tendency in Social Identity Theory where people unconsciously rate in-group members more positively, contributing to affinity bias in workplaces.

Which of the following is a core principle of 'Universal Design for Learning' (UDL) as applied in D&I and inclusive training contexts?

Answer: Providing multiple means of representation, engagement, and expression to accommodate diverse learners

UDL is built on three principles—multiple means of representation, action and expression, and engagement—ensuring learning environments are accessible and effective for all participants, regardless of ability or background.

The 'Diversity Wheel' (also called the 'Diversity Dimensions Wheel') is used in D&I training primarily to:

Answer: Illustrate the many dimensions of identity that influence individual experience and organizational dynamics

The Diversity Wheel, developed by Marilyn Loden, visually maps both primary (immutable) and secondary (changeable) dimensions of identity to help individuals recognize the breadth of diversity.