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Diversity and Inclusion in Hiring Flashcards

7 cards from real USA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

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  1. Which of the following is an example of 'inclusive job advertising'?

    Answer: Using gender-neutral language and listing only truly essential qualifications

    Inclusive job ads use gender-neutral language, avoid unnecessary requirements, and are distributed broadly to attract diverse candidate pools.

  2. What does the 4/5ths (80%) rule help employers determine?

    Answer: Whether a selection procedure has adverse impact on a protected group

    The 4/5ths rule states that adverse impact is indicated if the selection rate for a protected group is less than 80% of the rate for the highest-selected group.

  3. A recruiter consistently rates male candidates higher than equally qualified female candidates on 'leadership potential.' This is BEST described as:

    Answer: Gender bias / gender stereotype

    Systematically associating leadership potential with male candidates reflects gender bias rooted in stereotypes about leadership being a masculine trait.

  4. Under the Genetic Information Nondiscrimination Act (GINA), employers are prohibited from:

    Answer: Asking about family medical history during job interviews

    GINA prohibits employers from using genetic information — including family medical history — in hiring, firing, pay, and other employment decisions.

  5. Which strategy BEST helps reduce 'groupthink' and improve decision quality on a hiring panel?

    Answer: Including panelists with diverse backgrounds and perspectives

    Diverse hiring panels bring varied perspectives that challenge assumptions, reducing groupthink and leading to more well-rounded candidate evaluations.

  6. What is 'pay equity analysis' in the context of D&I hiring?

    Answer: Examining whether salary offers differ by gender, race, or other protected characteristics for comparable roles

    Pay equity analysis identifies whether protected-class status influences starting salary offers, which is critical for both legal compliance and equitable hiring.

  7. An employer wants to expand its diverse talent pipeline. Which initiative is MOST directly targeted at this goal?

    Answer: Partnering with HBCUs and Hispanic-Serving Institutions for campus recruiting

    Recruiting at Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions directly expands access to diverse candidate pools.