Title: Diversity in the Workplace
Course: Question Banks

Q: What legislation established the Equal Employment Opportunity Commission (EEOC)?
- Rehabilitation Act of 1973 (Incorrect. The EEOC is responsible for enforcing this act, however.)
- Title VII, as expanded by Congress in 1972 (Incorrect. The expansion of the discrimination law included federal government employees and allowed the EEOC to pursue private employers.)
- Americans with Disabilities Act (ADA) (Incorrect. This act accommodated and prevented discrimination against those with disabilities.)
- Civil Rights Act of 1964 (Correct. This act established the EEOC.)
A: Civil Rights Act of 1964

Q: What is the mission of the EEOC?
- To create laws that eclipse the laws of the state on discrimination. (Incorrect. State laws that are stronger on discrimination prevail over federal law.)
- To prevent racial discrimination in workplaces with more than 100 people. (Incorrect. The EEOC is enforced in smaller businesses and protects against more than racial discrimination)
- To address discrimination issues that directly impact women in the professional world. (Incorrect. The EEOC isn’t limited to discrimination regarding sex.)
- To stop and remedy unlawful employment discrimination. (Correct. The mission of the EEOC is specifically to “enforce protections against employment discrimination on the bases of race, color, national origin, religion, and sex.”)
A: To stop and remedy unlawful employment discrimination.

Q: Federal law prohibits illegal employment discrimination. What might provide even more stringent laws around discrimination?
- Civil Rights Act of 1964 (Incorrect. This is the basis for federal discrimination law.)
- The organization by which you are employed (Incorrect. It is great if your organization is tough on discrimination, but unless it’s the government, it’s not making too many laws!)
- The EEOC (Incorrect. The Equal Employment Opportunity Commission enforces federal discrimination law.)
- State and local laws (Correct. States, counties and cities might be even stricter in their discrimination laws.)
A: State and local laws

Q: Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on race, color, national origin, sex or religion, but it also steps in to address this discrimination issue:
- segregation in public places (Incorrect. Title VII focused on employment discrimination.)
- religious organizations, like schools, using hiring policies that discriminate against other religions (Incorrect. There are exceptions in Title VII for bona fide occupational qualifications)
- an employee who participated in an employment discrimination investigation. (Incorrect. This is protected by Title VII if the employee is fired for participating.)
- neutral policies that disproportionately exclude minorities and are not job related. (Correct. The act protects employees from more than just intentional discrimination.)
A: neutral policies that disproportionately exclude minorities and are not job related.

Q: Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on:
- hiring, termination, promotion, compensation, job training (Incorrect. Title VII focuses on protecting people from discrimination in these instances.)
- private sector employers with fifteen or more employees, federal government employers, employment agencies, and labor organizations (Incorrect. Title VII of the Civil Rights Act of 1964 protects these people.)
- the definition of discrimination as decided by John F. Kennedy, the Ku Klux Klan and a variety of southern legislators. (Incorrect. John F. Kennedy introduced the legislation and the others protested it.)
- race, color, national origin, sex or religion (Correct. The act protects employees from these types of discrimination.)
A: race, color, national origin, sex or religion

Q: Which of the following statements is FALSE in regard to the protections offered by Title VII of the Civil Rights Act of 1964?
- Organizations are unable to retaliate against an employee that has filed a discrimination suit. (Incorrect. This is true. Title VII protects employees from an organization’s retaliation.)
- Organizations need to make reasonable accommodation for employees’ sincerely held religious practices. (Incorrect. This is true. Organizations must make these accommodations, per Title VII, so long as it doesn’t prove to be a burden to the operations of the company.)
- Organizations cannot make stereotypical judgments about employees. (Incorrect. This is true, and an area protected under Title VII.)
- Organizations with policies that unintentionally discriminate against a specific group are protected under the act. (Correct. This is false. Title VII prohibits an organization from developing policies that even unintentionally discriminate.)
A: Organizations with policies that unintentionally discriminate against a specific group are protected under the act.

Q: When a series of decisions by the Supreme Court undermined discrimination protections, the resulting legislation was the:
- Civil Rights Act of 1964 (Incorrect. This act was conceived by John F. Kennedy amidst the civil rights movement and signed into law by his successor, Lyndon B. Johnson.)
- Equal Employment Opportunity Commission (Incorrect. This commission was founded as a result of the Civil Rights Act of 1964.)
- Equal Pay Act of 1963 (Incorrect. This act makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.)
- Civil Rights Act of 1991 (Correct. This act reestablished an employer’s burden of proof and the disparate impact theory of discrimination.)
A: Civil Rights Act of 1991

Q: Which legislation extended Title VII and ADA coverage to include American and American-controlled employers operating in other countries?
- Civil Rights Act of 1964 (Incorrect. This act was conceived by John F. Kennedy amidst the civil rights movement and signed into law by his successor, Lyndon B. Johnson.)
- Equal Employment Opportunity Commission (Incorrect. This commission was founded as a result of the Civil Rights Act of 1964.)
- Equal Pay Act of 1963 (Incorrect. This act makes it illegal to pay different wages to men and women if they perform equal work in the same workplace.)
- Civil Rights Act of 1991 (Correct. This act was passed to address a series of decisions by the Supreme Court undermined discrimination protections and it expanded the scope of protections to include both Americans abroad and employees of Congress.)
A: Civil Rights Act of 1991

Q: Which legislation prohibits federal contractors from discriminating “against any employee or applicant for employment because of race, color, religion, sex, or national origin”?
- Civil Rights Act of 1991 (Incorrect. This legislation was written to address a series of decisions by the Supreme Court that undermined discrimination protections.)
- Title VII of the Civil Rights Act of 1964 (Incorrect. This issue was not addressed here.)
- Equal Pay Act of 1963 (Incorrect. This legislation focused on equal pay for men and women performing the same tasks in the same workplace.)
- Executive Order 11246 (Correct. Lyndon Johnson signed this executive order into effect.)
A: Executive Order 11246

Q: An older female employee who is required by her doctor to be on 100% bedrest prior to the birth of her twins is protected by what discrimination legislation?
- The Age Discrminiation in Employment Act of 1976 (Incorrect. This female employee is older, yes, but there’s a better choice here.)
- Title I of the American Disabilities Act (1990) (Incorrect. There is an act that more specifically protects this employee.)
- Equal Pay Act of 1963 (Incorrect. This legislation focused on equal pay for men and women performing the same tasks in the same workplace.)
- Pregnancy Discrimination Act of 1978 (Correct. This act makes it illegal to discriminate against this female employee.)
A: Pregnancy Discrimination Act of 1978

Q: An organization has fired a forty-year-old female employee who was required, early in her pregnancy, to be confined to total bedrest. She did not have a job when she was ready to return to work—it was filled by a man at a different rate of pay. What act protects this employee?
- The Age Discrminiation in Employment Act of 1976
- Title I of the American Disabilities Act (1990)
- Equal Pay Act of 1963
- Pregnancy Discrimination Act of 1978
A: Pregnancy Discrimination Act of 1978

Q: Marina, a 42 year-old product manager, was recently diagnosed with a chronic illness that makes it painful for her to sit at a desk for 8 hours every day. She has requested accommodations from her employer—specifically that she be allowed to work from home 50 percent of her time. 80 percent of Marina’s work can be completed remotely, but her manager has a strong preference for in-office work. Marina is protected by what discrimination legislation?
- The Genetic Information Nondiscrimination Act of 2008 (Incorrect. This act makes it illegal to discriminate against an employee based on genetic factors. While Marina has a diagnosis, her genetic information was not made available.)
- The Age Discrminiation in Employment Act of 1976 (Incorrect. This female employee is older, yes, but there’s a better choice here.)
- Equal Pay Act of 1963 (Incorrect. This legislation focused on equal pay for men and women performing the same tasks in the same workplace.)
- Title I of the American Disabilities Act (1990) (Correct. This act requires that employers reasonably accommodate any known physical or mental limitations of an otherwise qualified employee.)
A: Title I of the American Disabilities Act (1990)

Q: Amelia, a 36 year-old product manager, was recently diagnosed with borderline personality disorder. She has requested accommodations from her employer—specifically that she be allowed to flex her schedule for weekly therapy appointments. Amelia is protected by what discrimination legislation?
- The Genetic Information Nondiscrimination Act of 2008
- The Age Discrminiation in Employment Act of 1976
- Equal Pay Act of 1963
- Title I of the American Disabilities Act (1990)
A: Title I of the American Disabilities Act (1990)

Q: Which Supreme Court case extended Title VII protections to non-citizens?
- Oncale v. Sundowner Offshore Services (1998) (Incorrect. This case determined that same-sex sexual harassment is actionable under Title VII.)
- Phillips v. Marin Marietta Corp. (1971) (Incorrect. This case addressed discrimination against women with small children.)
- Griggs v. Duke Power Co. (1971) (Incorrect. This case addressed neutral practices that shut out diverse groups.)
- Espinoza v. Farah Manufacturing Co. (1973) (Correct. This case determined that a citizenship requirement may violate Title VII if it has the purpose or effect of discriminating on the basis of national origin.)
A: Espinoza v. Farah Manufacturing Co. (1973)

Q: The Phillips v. Marin Marietta Corp. (1971) determined that:
- an employee who submits a discrimination claim to arbitration under a collective bargaining agreement is not precluded from suing the employer under Title VII. (Incorrect. This is the case of Alexander v. Gardener-Denver Co.)
- sex discrimination consisting of same-sex sexual harassment is actionable under Title VII. (Incorrect. This is the case of Oncale v. Sundowner Offshore Services)
- citizenship requirements may violate Title VII if it has the purpose or effect of discriminating on the basis of national origin. (Incorrect. This is the case of Espinoza v. Farah Manufacturing Co.)
- employers cannot discriminate on the basis of sex plus other factors such as having school-aged children. (Correct. EEOC’s policy forbids employers from using one hiring policy for women with small children and a different policy for males with children of a similar age.)
A: employers cannot discriminate on the basis of sex plus other factors such as having school-aged children.

Q: Which Supreme Court case determined that an employer couldn’t discriminate against fertile women even if the job posed dangers to a fetus?
- Oncale v. Sundowner Offshore Services (1998) (Incorrect. This case dealt with same-sex sexual harassment.)
- Espinoza v. Farah Manufacturing Co. (1973) (Incorrect. This case dealt with citizenship as a qualification for employment.)
- Alexander v. Gardener-Denver Co. (1974) (Incorrect. This case dealt with an employee’s ability to sue an employer under Title VII.)
- UAW v. Johnson Controls (1991) (Correct. The court decided that it could be justified only if the ability to bear children was a bona-fide occupational qualification.)
A: UAW v. Johnson Controls (1991)

Q: There are nine categories protected under federal law. Which of the nine categories is currently being disputed?
- Pregnancy (Incorrect. There are no new developments around this category.)
- Age (Incorrect. There are no new developments around this category.)
- Genetic information (Incorrect. There are no new developments around this category.)
- Sex (Correct. Right now, the category is interpreted to mean gender, sexual orientation and gender identity.)
A: Sex

Q: Recent developments have resulted in our current Supreme Court agreeing to listen to three cases regarding what specific type of discrimination?
- Race discrimination (Incorrect. The court is not listening to any new race cases of note.)
- Age discrimination (Incorrect. The court is not listening to any new age cases of note.)
- Religious discrimination (Incorrect. The court is not listening to any new religion cases of note.)
- Sex discrimination (Correct. These cases are all related to sexual orientation.)
A: Sex discrimination

Q: Specifically, the three court cases that the Supreme Court has agreed to hear address:
- gender discrimination (Incorrect. These cases do not address inequality between men and women.)
- gender identity (Incorrect. Though interpretation regarding gender identity may quickly follow.)
- equal pay for fertile women (Incorrect. And, just to be specific, all women deserve equal pay, fertile or not.)
- sexual orientation (Correct. These are the first LGBT cases to be heard since the retirement of Justice Kennedy, who championed gay rights.)
A: sexual orientation

Q: Discrimination laws are subject to varied interpretation by different justices. While Justice Bader Ginsberg believes that Congress can design legislation to govern changing times and circumstances, Justice Gorsuch has stated:
- courts can determine interpretation based on future needs, as individuals will continue to evolve and change. (Incorrect. Justice Gorsuch is not future-focused in his point of view.)
- courts can determine if statutes should enlarge or contract their scope as other changes, in the law or in the world, require their application to new instances or make old applications anachronistic. (Incorrect. This is also Justice Bader Ginsberg’s opinion.)
- courts can interpret the statute as they see fit for the moment, as progress is never permanent. (Incorrect. This is a Zadie Smith quote.)
- courts should interpret statutes as they were understood at the time of their enactment. (Correct. These justices were quoted in the New York Times.)
A: courts should interpret statutes as they were understood at the time of their enactment.

Q: According to EEO suggested best practices, what steps can reduce the chance that a miscommunication escalates into a legally actionable EEO claim?
- Audit selection criteria (Incorrect. This step helps ensure fair hiring practices.)
- Establish neutral and objective criteria (Incorrect. This step helps ensure fair hiring practices.)
- Develop employees with EEO in mind. (Incorrect. This step refers to training and mentoring practices.)
- Develop communication and dispute resolution capabilities (Correct. Communication and an alternative dispute-resolution program are good steps to take here.)
A: Develop communication and dispute resolution capabilities

Q: Which of the following best practices is directly related to hiring?
- Promote an inclusive culture. (Incorrect. This directly relates to an office environment.)
- Develop employees with EEO in mind. (Incorrect. This is directly related to training and mentoring employees.)
- Establish, communicate and enforce an anti-harassment policy. (Incorrect. This would be an effort for those employees currently onboard with the company.)
- Audit criteria (Correct. Criteria should be audited to ensure that they do not disproportionately exclude protected groups unless the criteria ae valid predictors of successful job performance and meet the employer’s business needs.)
A: Audit criteria

Q: “Establishing neutral and objective criteria” means:
- implementing practices that diversity the candidate pool and leadership pipeline. (Incorrect. That is the “recruit, hire and promote employees with EEO principles in mind.”)
- providing training and mentoring to help employees thrive. (Incorrect. This is the “develop employees with EEO in mind” step.)
- fostering a professional environment with respect for individual differences. (Incorrect. This step refers to “promote an inclusive culture.”)
- ensuring employment decisions are based on objective criteria rather than stereotypes or unconscious bias (Correct. This is the correct definition of that best practice.)
A: ensuring employment decisions are based on objective criteria rather than stereotypes or unconscious bias

Q: Who can file a complaint with the Equal Employment Opportunity Commission?
- anyone who feels they are a victim of discrimination and can provide proof. (Incorrect. They may not have proof, but they can still file.)
- only individuals who are protected under the Civil Rights Act of 1964, like non-white people, women, gay people, etc. (Incorrect. All people are protected from discrimination, not just minorities.)
- only lawyers can file a complaint on a victim’s behalf. (Incorrect. Lawyers are not a necessary component.)
- anyone who feels they are a victim of discrimination (Correct. If you feel you are a victim of discrimination, you can file.)
A: anyone who feels they are a victim of discrimination

Q: When filing a complaint with the EEOC, one should expect:
- to receive a rejection letter. (Incorrect. The EEOC does not send rejection letters.)
- to be investigated. (Incorrect. The EEOC investigates, but considering the complaint and the victim are only a part of that.)
- to speak with an attorney representing your employer. (Incorrect. That may happen, but it’s not necessarily expected.)
- to participate in an interview. (Correct. An interview is an important part of the complaint process.)
A: to participate in an interview.

Q: How long does an employee generally have to file a complaint with the EEOC?
- 360 days from when the incident took place. (Incorrect. The employee cannot, as a rule, take an entire year to file.)
- 120 days from when the incident took place. (Incorrect. An employee has longer than that.)
- 60 days from when the incident took place. (Incorrect. An employee has longer than that.)
- 180 days from when the incident took place. (Correct. The employee has approximately 6 months to consider filing.)
A: 180 days from when the incident took place.

Q: How long does it take for the EEOC to notify the employer of an employee’s claim?
- The employer is not notified by the EEOC, but rather by the employee’s lawyers. (Incorrect. The EEOC does indeed notify the employer.)
- Within 30 days of the filing. (Incorrect. The EEOC commits to a different time frame.)
- Within 30 days of determining the case is legitimately discrimination. (Incorrect. The EEOC commits to a different time frame.)
- Within 10 days of the filing. (Correct. The EEOC will review the complaint to see if discrimination laws are applicable, and then notify the employer within 10 days.)
A: Within 10 days of the filing.

Q: If the case doesn’t go to mediation, the EEOC will generally request this of the employer against whom the charge is being brought:
- A neutral interview with a third party (Incorrect. This sounds a lot like mediation!)
- Public Portal (Incorrect. That’s where all the information about the case is taken in and then housed as reference.)
- Notice of Right to Sue (Incorrect. That comes along after the investigation.)
- Respondent’s Position Statement (Correct. This allows the employer to respond to the charge and provide additional information to the EEOC.)
A: Respondent’s Position Statement

Q: If the EEOC has completed an investigation and determined that discrimination has taken place, it may seek:
- to contact the employer to obtain a lawyer. (Incorrect. If there’s an opportunity to keep the case out of court, the EEOC will look for that.)
- to notify the employee of the results. (Incorrect. The EEOC will notify the employee and employer of the results, but then what?)
- to finish in 10 months or less. (Incorrect. It takes, on average, 10 months to complete an investigation, but the EEOC will take all the time it needs to get it right.)
- to reach a voluntary settlement with the employer (Correct. EEOC will try to keep the case out of court if it’s clear that discrimination took place.)
A: to reach a voluntary settlement with the employer

Q: In regard to EEO violations in 2018, what had a significant impact on the number of harassment charges and retaliation charges filed with the agency?
- President Trump and his ongoing issues with women (Incorrect. This was not what impacted the number of harassment charges.)
- Justice Kavanaugh’s appointment hearings (Incorrect. This did not have a significant impact on the number of harassment charges.)
- The Miramax/Harvey Weinstein affair. (Incorrect. Though this may have sparked the activity a bit…there’s a better answer.)
- The #metoo movement (Correct. The number of sexual harassment charges increased by 14%)
A: The #metoo movement

Q: The EEOC resolved 90,558 cases in 2018. Settlements for victims in the private sector, state and local government, and federal workplaces, amounted to how much money?
- $1 billion (Incorrect. That’s a little higher than the amount paid out.)
- over $300 million (Incorrect. That’s a lot of money! But, sadly, the resulting payouts were even higher.)
- $250 million (Incorrect. Companies paid even more than that in their settlements.)
- over $500 million (Correct. 90,558 cases resulted in settlements for over $500 million.)
A: over $500 million

Q: KFC and the City of Tucson both paid hefty settlements due to discriminations related to:
- sexual harassment (Incorrect. Several organizations were sued for this, but not KFC or the City of Tucson)
- paid parental leave (Incorrect. JP Morgan, it was determined, discriminated against fathers in its paid parental leave policy.)
- age discrimination (Incorrect. Teva Pharmaceuticals had to pay $6 million for a suit related to age discrimination.)
- breastfeeding (Correct. Between them, they paid $5.3 million in breastfeeding violations)
A: breastfeeding

Q: Compared to diversity, inclusion is:
- “a word that means ‘difference.’” (Incorrect. That’s how Gerstandt defines diversity.)
- “something that’s become too negative, too complicated, too charged.” (Incorrect. Gerstandt was referring to diversity here.)
- “an issue that seems very vague.” (Incorrect. Gerstandt was referring to diversity here.)
- “activist in nature.” (Correct. “What do you do intentionally and deliberately to be more inclusive?” he asks.)
A: “activist in nature.”

Q: What is the difference between the terms diversity and inclusion?
- Diversity and inclusion are synonymous; they can be used interchangeably. (Incorrect. Diversity means difference and inclusion refers to our ability to include difference.)
- Diversity is difference at an individual level; inclusion refers to differences on an organizational level. (Incorrect. Although diversity refers to differences, inclusion refers to our ability to embrace or include those differences—individually and at an organizational level.)
- Diversity and inclusion are historical ideas; they no longer apply to the workplace. (Incorrect. Diversity and inclusion are strategic business (as well as HR) issues.)
- Diversity means difference and inclusion refers to our ability to include difference. (Correct. Diversity means difference and inclusion refers to our ability to include a full range of differences.)
A: Diversity means difference and inclusion refers to our ability to include difference.

Q: Millennials believe in what approach as it relates to diversity and inclusion?
- It’s a matter of representation and assimilation. (Incorrect. That’s the point of view of Baby Boomers and Gen-Xers.)
- Diversity is a hot topic and a political issue. (Incorrect. These are comments loosely related to author Josh Bersin.)
- Improving gender diversity should be a major point for businesses. (Incorrect. This is related to a SHRM article by Lisa Nagele-Piazza.)
- Capitalizing on a variety of perspectives in order to make a stronger business impact. (Correct. And, as Deloitte consultant Stephanie Turner stated, “The millennial viewpoint is simply better for business.”)
A: Capitalizing on a variety of perspectives in order to make a stronger business impact.

Q: Diverse companies drive bigger profits. In fact, organizations are 27% more likely to have superior value creation and 33% more likely to have industry leading profitability if:
- the company has a diversity program. (Incorrect. A diversity program isn’t a strong enough solution to lead those results.)
- the company invests more in diverse recruiting (gender ++). (Incorrect. There is a better answer here.)
- the company invests in diversity research for its products. (Incorrect. Diversity research isn’t as good as diversity!)
- the company has a diverse executive team. (Correct. Diverse executive teams are also 21% more likely to outperform on profitability.)
A: the company has a diverse executive team.

Q: In one example, L’Oreal’s diversity and inclusion was responsible for its success:
- and improved competitive positioning. (Incorrect. This is somewhat true, but there’s a better, more specific answer here.)
- in local markets. (Incorrect. Diversity does allow better penetration of local markets, but this wasn’t L’Oreal’s success story.)
- because of new pro-diversity hiring programs. (Incorrect. L’Oreal’s story did not feature new hiring programs.)
- in emerging markets. (Correct. L’Oreal contributes much of its success to its multicultural product development team.)
A: in emerging markets.

Q: Nike produced a pair of shoes that were perceived to be disrespectful of Allah. General Motors’ car, the Chevy Nova, means “doesn’t go” in Spanish. How could diversity have impacted these issues and made a difference?
- Greater creativity and innovation. (Incorrect. Though if these companies had a diverse team creating these products, it may have gone differently!)
- Improved competitive positioning (Incorrect. Competitive positioning probably suffered, but the problem started earlier than this.)
- Greater productivity (Incorrect. It might have been to their benefit, though, not to produce more of those shoes or cars!)
- Improved marketing effectiveness. (Correct. A diverse marketing team may have recognized these mistakes.)
A: Improved marketing effectiveness.

Q: A hiring challenge in a company’s diversity and inclusion efforts results from:
- differences in communication behaviors. (Incorrect. That’s a problem that occurs when the diverse employees are already on board.)
- conflicting working styles across teams. (Incorrect. This is definitely a diversity and inclusion challenge, but one that happens post-hiring.)
- prejudice and negative stereotypes. (Incorrect. Though ingrained and unconscious biases are as much a problem as overt prejudice in the office.)
- complexity and cost of accommodations (Correct. Visas and employment law can make hiring non-citizens complex.)
A: complexity and cost of accommodations

Q: Deloitte predicts that the future workforce will be:
- younger, more diverse, and more educated (Incorrect. Deloitte expects an older workforce.)
- older, less diverse, and less educated (Incorrect. Deloitte expects a more diverse workforce)
- younger, less diverse, and less educated (Incorrect. These do not align with Deloitte’s forecast.)
- older, more diverse and more educated (Correct. For companies, these demographic shifts mean radical change.)
A: older, more diverse and more educated

Q: Native American colleagues may not quickly offer their opinions in the workplace because they do not want to risk appearing rude. This is an example of what diversity and inclusion challenge highlighted in the text?
- difference in language or non-verbal communication. (Incorrect. An example of this would be a translation error or invasion of personal space.)
- differences in professional etiquette. (Incorrect. This has more to do with action than not offering an opinion.)
- conflicting working styles. (Incorrect. This refers to worker preferences, such as performing on a team or working independently.)
- differences in communication behaviors. (Correct. Different cultures have different communication rules.)
A: differences in communication behaviors.

Q: US organizations spend about $8 billion annually on diversity training. However,
- training only moves the needle a little bit on diversity in organizations. (Incorrect. She actually uncovered no evidence of the kind.)
- diversity training can be conducted at a much lower costs by using its own diverse employees. (Incorrect. Based on her actual second point, this would not be true at all.)
- diversity training is only effective if reinforced by organizational practice. (Incorrect. Unfortunately, she found something quite the opposite.)
- no studies that found that diversity training, in fact, leads to more diversity. (Correct. This was not necessarily money well spent!)
A: no studies that found that diversity training, in fact, leads to more diversity.

Q: Creating change cohorts that support behavior change on a daily basis is more effective than one-time training if you want to accomplish this:
- A quota that automates inclusion. (Incorrect. Quotas don’t automate inclusion—inclusion takes effort.)
- Minimizing fear of inclusion among the staff. (Incorrect. A manager can do this by framing challenges as possibilities.)
- Empathetic leadership. (Incorrect. Every leader needs to buy into inclusion and diversity, but that isn’t the result of this effort.)
- A staff that’s developed habits and “microbehaviors” that reflect inclusion. (Correct. Every-day reinforcement goes a long way!)
A: A staff that’s developed habits and “microbehaviors” that reflect inclusion.

Q: An organization’s leadership should:
- put diversity training into high gear. (Incorrect. Diversity training doesn’t lead to more diversity!)
- look for other ways to achieve sustainability. (Incorrect. Diversity is an avenue to sustainability.)
- expand into emerging markets. (Incorrect. That was definitely something the company in question was striving for, but how were they going to accomplish that?)
- reflect the diversity of the community in which the organization operates. (Correct. If the organization’s community is 50% diverse, why shouldn’t the leadership team be 50% diverse, too?)
A: reflect the diversity of the community in which the organization operates.

Q: Which of the following is a problem with diversity quotas?
- It drives compliance, but not commitment. (Incorrect. This is the problem with a top-down approach to diversity.)
- Quotas and brands are intimately connected. (Incorrect. Culture and brand are intimately connected, not quotas.)
- They don’t minimize fear. (Incorrect. It’s true that quotas don’t minimize fear, but that’s a different best practice entirely.)
- They don’t automatically facilitate inclusion. (Correct. Creating an inclusive culture is more than just setting a quota.)
A: They don’t automatically facilitate inclusion.

Q: What has created shortcomings in artificial intelligence technology?
- An inability to identify unconscious bias (Incorrect. In fact, the technology is frequently used for that.)
- Sourcing of diverse candidates is a shortcoming (Incorrect. This is actually a good use of the technology.)
- There are no shortcomings, technology is free of biases that humans hold. (Incorrect. We design the algorithms by which machine learning takes place, and our biases are sometimes incorporated.)
- A lack of diversity in the industry (Correct. AI Now stated that “a lack of diversity among the people who create AI and in the data they use to train it has created huge shortcomings in the technology.”)
A: A lack of diversity in the industry

Q: Good uses for AI in an organization’s diversity and inclusion efforts include:
- recognizing and correcting poor sourcing for diverse job candidates (Incorrect. This is more a job of an ally, not AI.)
- creating a culture of safety and inclusion. (Incorrect. This, too, is more a job for people and not AI.)
- reviewing leadership behavior and practices (Incorrect. Artificial intelligence does not evaluate this.)
- avoiding unconscious bias and sourcing and evaluating candidates (Correct. These are great uses of AI in the pursuit of diversity and inclusion.)
A: avoiding unconscious bias and sourcing and evaluating candidates