D357 Diversity, Equity, and Inclusion
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Free D357 Diversity, Equity, and Inclusion Questions
How does the concept of equity differ from equality in healthcare?
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Equity provides the same resources to everyone; equality addresses specific needs based on individual circumstances.
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Equity and equality are interchangeable terms in healthcare.
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Equity addresses specific needs based on individual circumstances; equality provides the same resources to everyone.
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Equality focuses on financial aspects of care; equity focuses on the quality of care.
Explanation
Explanation:
In healthcare, equality means giving everyone the same level of care or resources, regardless of their individual needs or circumstances. Equity, however, recognizes that people start from different places and require different levels of support to achieve similar health outcomes. Therefore, equity focuses on fairness by providing resources and interventions tailored to each person’s specific needs, reducing disparities in access and outcomes across populations.
Correct Answer:
Equity addresses specific needs based on individual circumstances; equality provides the same resources to everyone.
What are some possible outcomes for organizations that allow discrimination to persist in their workplace culture?
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Enhanced employee loyalty
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Improved team collaboration
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Increased turnover and legal challenges
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Higher productivity levels
Explanation
Explanation:
When discrimination is tolerated, it negatively impacts morale, employee engagement, and retention. A hostile or inequitable work environment can lead to increased turnover, decreased productivity, and legal challenges from employees who experience bias or harassment. Additionally, organizational reputation can be damaged, making it harder to attract and retain top talent, emphasizing the importance of proactive DEI initiatives and inclusive workplace practices.
Correct Answer:
Increased turnover and legal challenges
What is a key benefit of implementing targeted recruitment strategies for enhancing workplace diversity?
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They reduce the overall hiring costs for the organization.
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They help create a more homogeneous workforce.
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They increase the representation of underrepresented groups in the workforce.
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They simplify the recruitment process by focusing on fewer candidates.
Explanation
Explanation:
Targeted recruitment strategies aim to reach and attract candidates from underrepresented groups, helping organizations build a more diverse workforce. By proactively seeking talent from varied backgrounds, companies can increase representation, promote equity, and benefit from a wider range of perspectives and experiences. Such strategies contribute to inclusive workplaces that enhance innovation, problem-solving, and organizational performance.
Correct Answer:
They increase the representation of underrepresented groups in the workforce.
What is defined as various individual characteristics, experiences, and abilities?
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variety
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intelligence
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multi culture
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diversity
Explanation
Explanation:
Diversity refers to the range of individual differences in characteristics, experiences, skills, and perspectives within a group or organization. It encompasses not only visible traits like race, gender, and age but also less visible factors such as cultural background, education, and personal experiences. Embracing diversity allows organizations to benefit from varied viewpoints, foster innovation, and create an inclusive environment where all members can contribute effectively.
Correct Answer:
diversity
What is the primary focus of ability diversity within the context of workplace inclusion?
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A focus on gender equality in hiring practices
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The inclusion of individuals with different mental and physical abilities
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Promoting racial diversity among employees
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Ensuring equal pay for all employees
Explanation
Explanation:
Ability diversity emphasizes the inclusion of individuals with varying physical and mental abilities in the workplace. This focus ensures that employees with disabilities or different functional capabilities have equal access to opportunities, resources, and accommodations. By recognizing and valuing ability diversity, organizations can foster an inclusive environment that supports all employees, enhances team performance, and leverages a wider range of skills and perspectives.
Correct Answer:
The inclusion of individuals with different mental and physical abilities
Who introduced the concept of Intersectionality, which examines how various aspects of identity intersect to shape individuals' experiences within systems of power and privilege?
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Jean Piaget
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B.F. Skinner
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Kimberlé Crenshaw
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Erik Erikson
Explanation
Explanation:
The concept of Intersectionality was introduced by legal scholar Kimberlé Crenshaw in 1989. She developed this framework to explain how overlapping social identities—such as race, gender, and class—create interconnected systems of discrimination or disadvantage. Crenshaw’s work highlighted how traditional approaches to equality often overlook the unique experiences of individuals who belong to multiple marginalized groups, emphasizing the need for more nuanced and inclusive perspectives in both law and social justice.
Correct Answer:
Kimberlé Crenshaw
What is the difference between equality and equity?
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There is no difference.
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Equality means everyone gets what they need; equity means everyone gets the same thing.
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Equity means everyone gets what they need; equality means everyone gets the same thing.
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They ensure that everyone is successful.
Explanation
Explanation:
Equality and equity are related but distinct concepts. Equality means providing everyone with the same resources or opportunities, assuming a level playing field. Equity, on the other hand, recognizes that individuals have different circumstances and therefore may need different types or amounts of support to achieve fair outcomes. In short, equality treats everyone the same, while equity ensures everyone has what they need to succeed.
Correct Answer:
Equity means everyone gets what they need; equality means everyone gets the same thing.
There are potential legal consequences for
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any discrimination by any business
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any discrimination against a person from a protected group by any business
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any discrimination by any business with 15 or more employees
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discrimination against a person from a protected group by a business with 15 or more employees
Explanation
Explanation:
Legal protections against workplace discrimination, such as those enforced under Title VII of the Civil Rights Act, apply to businesses with 15 or more employees and cover discrimination against individuals from protected groups based on race, gender, religion, national origin, or disability. Organizations that fail to comply with these laws may face legal action, including fines, penalties, and reputational damage, making adherence to anti-discrimination policies critical.
Correct Answer:
discrimination against a person from a protected group by a business with 15 or more employees
Discrimination is best defined as:
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characteristics of individuals that shape their identities and the experiences they have in society.
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preconceived judgement about an individual or group of people.
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unfair or inequitable treatment based on prejudice.
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tolerance of racial and cultural differences within an organization.
Explanation
Explanation:
Discrimination refers to unfair or inequitable treatment of individuals or groups based on characteristics such as race, gender, age, disability, religion, or sexual orientation. It occurs when prejudiced attitudes translate into actions that disadvantage certain people. Discrimination violates principles of equality and inclusion and can negatively affect workplace morale, productivity, and reputation. Addressing it requires strong policies and a culture that promotes fairness and respect.
Correct Answer:
unfair or inequitable treatment based on prejudice.
What are microaggressions, and what potential impact can they have on employees in a professional setting?
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They are overt acts of discrimination that have no significant impact on employee morale.
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They are subtle, often unintentional comments or actions that can contribute to a hostile work environment.
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They are positive affirmations that enhance employee confidence and satisfaction.
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They are formal complaints made by employees regarding workplace policies.
Explanation
Explanation:
Microaggressions are subtle, often unintended behaviors or comments that communicate bias or discrimination toward marginalized groups. Even if minor individually, they can accumulate over time, creating a hostile work environment, undermining employee confidence, and negatively affecting engagement and productivity. Addressing microaggressions through awareness, training, and inclusive practices is essential to fostering a respectful and supportive workplace culture.
Correct Answer:
They are subtle, often unintentional comments or actions that can contribute to a hostile work environment.
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