Diversity & Inclusive Practices Flashcards

What does the term 'code-switching' describe in a workplace diversity context?

Answer: Adjusting one's speech, appearance, or behavior to conform to dominant cultural norms

Code-switching refers to the practice of marginalized individuals modifying their behavior or identity expression to conform to majority norms, which carries a cognitive and emotional tax.

Which approach to supplier diversity BEST demonstrates systemic inclusion rather than a one-time initiative?

Answer: Setting spend targets for diverse suppliers and embedding them in procurement scorecards

Embedding diverse spend targets into procurement scorecards institutionalizes supplier diversity as an ongoing business practice, not a periodic gesture.

A new CDT is asked to assess organizational readiness for a DEI initiative. Which tool is MOST appropriate for this assessment?

Answer: A DEI climate survey and leadership interviews

Climate surveys and leadership interviews reveal employee perceptions, cultural barriers, and leadership commitment—the key drivers of DEI readiness.

What is the distinction between 'implicit bias' and 'explicit bias'?

Answer: Implicit bias operates unconsciously and automatically; explicit bias is consciously held and intentional

Implicit bias is automatic and often unconscious, while explicit bias is a conscious attitude or belief that the person is aware they hold.

Which statement BEST describes the 'business case' for diversity and inclusion?

Answer: Organizations with greater diversity are more likely to achieve above-average financial returns and innovation

McKinsey's Diversity Wins research and other studies consistently show that organizations with diverse leadership outperform peers financially and in innovation.

When a trainer encounters a participant who claims they 'don't see color,' which educational response is MOST appropriate?

Answer: Explain that colorblindness erases lived experiences and prevents recognition of systemic inequities

Color-blindness ideology, while often well-intentioned, denies the reality of racial identity and makes it impossible to identify or address race-based disparities.

Which organizational practice BEST supports the inclusion of neurodiverse employees such as those with ADHD or autism?

Answer: Offering flexible work arrangements, sensory accommodations, and clear written instructions

Flexibility in environment, communication format, and task structure allows neurodiverse employees to perform at their best without requiring disclosure or separation.