CSP Diversity & Inclusion in Succession 3

Question 1

Sponsorship programs differ from mentoring programs in succession planning primarily because sponsors:

Accepted Answer

Actively advocate for and create opportunities for their protégés

Answer

Sponsors use their influence to open doors and champion high-potential diverse employees, going beyond advisory roles.

Question 2

Which succession planning risk is most likely when diversity data is collected but never reviewed by leadership?

Accepted Answer

Performative diversity with no real progress

Answer

Collecting diversity data without leadership review creates the appearance of commitment without driving actual pipeline improvement.

Question 3

An employee resource group (ERG) for Black professionals asks to have input into succession criteria. The best organizational response is:

Accepted Answer

Engage ERG leaders as advisors to review competency frameworks for cultural bias

Answer

ERGs provide valuable perspective on whether competency frameworks inadvertently disadvantage certain groups.

Question 4

The 'affinity bias' in succession planning refers to evaluators tending to:

Accepted Answer

Favor candidates who share their own background, style, or characteristics

Answer

Affinity bias leads evaluators to champion candidates who remind them of themselves, perpetuating homogeneous leadership.

Question 5

Why is intersectionality an important concept for succession planners to understand?

Accepted Answer

It recognizes that individuals hold multiple identities that interact to create unique experiences of advantage or disadvantage

Answer

Intersectionality helps planners recognize that a candidate may face compounding barriers due to overlapping identities such as race, gender, and disability.

(CSP) Certified Succession Planner Practice Test

(CSP) Certified Succession Planner Practice Test

CSP Diversity & Inclusion in Succession 3