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, a key barrier to inclusive leadership development is that leaders often:
Answer: Are unaware of their own biases and how those biases affect team members
A core barrier is leaders' lack of self-awareness about their own biases and the downstream impact on team members' experiences.
What is 'stereotype threat' and why is it relevant to D&I programs?
Answer: The anxiety experienced by individuals when they fear confirming a negative stereotype about their group, which impairs performance
Stereotype threat is a psychological phenomenon where fear of confirming a negative group stereotype undermines an individual's actual performance.
A company reports 40% female representation overall but only 10% at the executive level. This pattern is commonly called:
Answer: The glass ceiling effect
The glass ceiling describes the invisible barrier that prevents women and minorities from advancing to senior leadership despite qualifications.
In inclusive hiring, 'structured interviews' reduce bias primarily by:
Answer: Asking all candidates the same predetermined questions scored against consistent criteria
Structured interviews reduce bias by standardizing questions and evaluation criteria, limiting variation caused by interviewers' subjective impressions.
Which of the following BEST describes 'psychological safety' in the context of an inclusive team?
Answer: The shared belief that team members can speak up, take risks, and be themselves without fear of punishment or ridicule
Psychological safety, as defined by Amy Edmondson and applied in D&I contexts, is the belief that one can speak up and be authentic without negative interpersonal consequences.
What is the purpose of conducting a 'diversity pay equity analysis'?
Answer: To identify whether pay gaps exist across demographic groups doing comparable work and address root causes
A pay equity analysis examines whether employees doing comparable work are paid differently by demographic group and identifies systemic causes to address.
Which DDI concept describes helping leaders recognize that their default 'in-group' preferences can exclude qualified talent?
Answer: Affinity bias awareness
Affinity bias awareness helps leaders recognize that they naturally favor people similar to themselves, which can systematically disadvantage diverse candidates.