Deck 13: Equality, Diversity and Inclusion

Question 1

The tendency for men to be over-represented in higher paying roles in an organization, and for women to be found in greater numbers in lower-paying roles is known as the gender pay ____

Answer 1

gap.
Explanation: The gender pay gap is not about equal pay for doing the same job, but instead notes how men and women are distributed between higher and lower paying roles within an organization.

Question 2

Match the following types of legal protection from discrimination to their description.
-Discrimination where a person is blatantly treated unfairly because of their membership of a protected group.

A) Direct discrimination
B) Indirect discrimination
C) Discrimination by association
D) Discrimination by perception

Answer 2

A

Question 3

Match the following types of legal protection from discrimination to their description.
-Discrimination where a work requirement has a disproportionate impact on one or more protected groups.

A) Direct discrimination
B) Indirect discrimination
C) Discrimination by association
D) Discrimination by perception

Answer 3

B

Question 4

Match the following types of legal protection from discrimination to their description.
-Discrimination against a person because of their connection with a particular protected group.

A) Direct discrimination
B) Indirect discrimination
C) Discrimination by association
D) Discrimination by perception

Question 5

Match the following types of legal protection from discrimination to their description.
-Discrimination against a person based on the assumption that they are a member of a protected group.

A) Direct discrimination
B) Indirect discrimination
C) Discrimination by association
D) Discrimination by perception

Question 6

Which of the following are purposes for which equal opportunities forms (and the data that they generate) are used? Please select all that apply.

A) To identify which groups are under-represented within an organization.
B) To demonstrate compliance with equalities legislation.
C) To make employment decisions about an individual candidate.
D) To evaluate how fairly organizational processes, such as recruitment and selection, treat people from different protected characteristics.

Question 7

It is sometimes legal to offer extra help in the labour market to people based on their membership of a protected characteristic, even if this means they might be treated differently to other people.

Question 8

Which of the following evaluations are true of the equalities approach? Please select all that apply.

A) It always guarantees equality of outcome
B) It categorises people into very broad identity groups
C) It takes a surface-level approach
D) It is often based around legal compliance

Question 9

Where equalities policies are based on a principle of sameness, diversity policies are based in a principle of _____

Question 10

Which of the following are layers of diversity as shown on the 'diversity wheel' (Loden and Rosener, 1990)? Select all that apply

A) Internal dimensions
B) Personality
C) Organizational dimensions
D) Legal compliance

Question 11

According to the business case for diversity, diversity initiatives always come at a cost to the organization

Question 12

Match the following types of diversity initiative to their description
-Members of minority groups who are identified as promotable are given personal guidance by senior members of staff

A) Mentoring
B) Ally scheme
C) Charters
D) Making adjustments

Question 13

Match the following types of diversity initiative to their description
-Members of the wider organization offer support to marginalised identity groups

A) Mentoring
B) Ally scheme
C) Charters
D) Making adjustments

Question 14

Match the following types of diversity initiative to their description
-An organization is audited against a set of criteria to assess how they engage with a particular identity group

A) Mentoring
B) Ally scheme
C) Charters
D) Making adjustments

Question 15

Match the following types of diversity initiative to their description
-An organization changes factors which may prevent members of a particular group from performing to their full potential

A) Mentoring
B) Ally scheme
C) Charters
D) Making adjustments

Question 16

A mainstream approach to diversity tends to focus on the business case for diversity, whereas a _____ approach tends to focus on the perspective of the marginalised groups.

Question 17

11) Match the following criticisms of the mainstream diversity approach with their description
-Protected characteristics are based on broad groupings which do not capture the complexity and changeability of identity.

A) Identity as fluid
B) Diversity ignores wider structures of power
C) Diversity lacks depth and context
D) Diversity is performative

Question 18

11) Match the following criticisms of the mainstream diversity approach with their description
-Diversity schemes can reinforce the marginalisation and disadvantage felt by some groups.

A) Identity as fluid
B) Diversity ignores wider structures of power
C) Diversity lacks depth and context
D) Diversity is performative

Question 19

11) Match the following criticisms of the mainstream diversity approach with their description
-Diversity can exist on paper as a policy but is not applied at all levels within an organization.

A) Identity as fluid
B) Diversity ignores wider structures of power
C) Diversity lacks depth and context
D) Diversity is performative

Question 20

11) Match the following criticisms of the mainstream diversity approach with their description
-Diversity is done merely to get good publicity for an organization.

A) Identity as fluid
B) Diversity ignores wider structures of power
C) Diversity lacks depth and context
D) Diversity is performative

Question 21

The complex interlocking practices in organizations which lead to discrimination and disadvantage were described by Joan Acker (2006) as _____ regimes.

Question 22

Institutional racism is a form of discrimination which is written explicitly in company policies

Question 23

Which of the following did Doreen Lawrence find to be elements of structural inequality which led to members of some ethnic and racial groups having a greater exposure to the risk of Covid-19? Select all that apply.

A) Occupational concentration in high-risk settings such as factories and hospitals
B) Living in overcrowded housing
C) New policies on Covid vaccine priorities
D) Workplace equality and diversity policies

Question 24

For Sara Ahmed, a comprehensive equality and diversity policy is all that is required for people of all identity groups to feel included within an organization.

Question 25

A worker from a working-class background who originally went to a comprehensive school has been appointed to work in the civil service, where most of their co-workers are from middle class backgrounds and attended public schools. Whilst the worker has been appointed on the basis of their skills and qualifications, they feel that they also have to adjust their accent to sound more middle class and to hide their working-class regional accent in order to fit in with the culture of the organizations. Which element of Shore et al's (2011) framework for inclusion best describes this?

A) Exclusion
B) Differentiation
C) Assimilation
D) Inclusion

Question 26

Match the following aspects of Shore et al's (2011) framework for inclusion with their description.
-Individual is not treated as an organizational insider with unique value in the work group

A) Exclusion
B) Differentiation
C) Assimilation
D) Inclusion

Question 27

Match the following aspects of Shore et al's (2011) framework for inclusion with their description.
-Individual is not treated as an organizational insider in the work group but their unique characteristics are seen as valuable

A) Exclusion
B) Differentiation
C) Assimilation
D) Inclusion

Question 28

Match the following aspects of Shore et al's (2011) framework for inclusion with their description.
-Individual is treated as an insider in the work group when they conform to organizational/dominant culture norms

A) Exclusion
B) Differentiation
C) Assimilation
D) Inclusion

Question 29

Match the following aspects of Shore et al's (2011) framework for inclusion with their description.
-Individual is treated as an insider and also allowed/encouraged to retain uniqueness within the work group

A) Exclusion
B) Differentiation
C) Assimilation
D) Inclusion