Diversity & Inclusion Programs Flashcards
7 cards from real DDI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Diversity & Inclusion Programs flashcards as text
According to DDI's research, which leadership behavior most strongly predicts an inclusive team climate?
Answer: Demonstrating personal humility and openness to others' perspectives
DDI research identifies personal humility and openness as the leadership behaviors most predictive of inclusive team climates.
A 'diversity council' in an organization primarily serves to:
Answer: Advise leadership, coordinate initiatives, and hold the organization accountable for D&I progress
Diversity councils advise senior leadership, coordinate D&I efforts, and serve as an accountability mechanism for organizational progress.
What does 'intersectionality' mean in the context of workplace diversity programs?
Answer: How individuals hold multiple social identities that interact to shape unique experiences of privilege or disadvantage
Intersectionality recognizes that employees hold multiple identities (e.g., race, gender, disability) that intersect to create distinct experiences in the workplace.
Which metric is MOST useful for evaluating whether an inclusion initiative is working beyond just representation numbers?
Answer: Employee belonging and psychological safety scores from surveys
Belonging and psychological safety survey scores capture whether employees actually feel included, going beyond headcount diversity metrics.
In DDI's framework, 'cultural competence' for leaders includes:
Answer: The ability to recognize, appreciate, and effectively work across cultural differences
Cultural competence involves recognizing, appreciating, and effectively navigating cultural differences to lead diverse teams successfully.
An organization implements 'stay interviews' as part of its inclusion strategy. What is the PRIMARY purpose of stay interviews?
Answer: To proactively understand what keeps employees engaged and what might cause them to leave
Stay interviews proactively surface retention risks and engagement drivers before employees decide to leave.
Which approach best describes 'sponsorship' as distinct from 'mentorship' in diversity programs?
Answer: Sponsors actively advocate for and use their influence to advance a protégé's career; mentors primarily give advice
Sponsorship goes beyond advice-giving — sponsors use their organizational capital and influence to create opportunities and advocate for the protégé.