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Quiz Module 2

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Question 1 of 10

1. Question
The golden standard for assessing Diversity is:
- a. The Gartner Scale
- b. Counting the number of employees being represented by each group through departments
- c. There is yet not one single assessment tool to measure diversity
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Question 2 of 10

2. Question
One can improve on a company’s D&I maturity metrics by measuring Diversity without measuring Inclusion:
- a. Yes, they are two different entities, and they can be measured separately
- b. No, they need to measure alongside to have a better understanding of the situation
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Question 3 of 10

3. Question
One can use ready-made tools that apply to most companies, such as tools for self-assessment, tools for ROI etc.
- a. True, these tools are universal, applicable for most companies
- b. False, each company’s profile needs to be studied in order to create meaningful metrics to accurately measure the company’s metrics and design strategies
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Question 4 of 10

4. Question
Measuring diversity within and across-departments provides a better picture than measuring diversity within departments only
- a. True. Some metrics such as female representation may be good across the company but only in few departments, such as the labour department and not the managerial positions
- b. False. The cost of this extra measurement is unnecessary and will only slow the addressing of the D&I policies
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Question 5 of 10

5. Question
A diversified recruiting team can more readily identify skills from underrepresented candidates:
- a. True, members of underrepresented groups are more open and capable of recognizing talented individuals while avoiding biases
- b. False, one can deal with their conscious biases and be able to actively recruit with D&I principles in mind
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Question 6 of 10

6. Question
What steps can be taken to attract a more diverse applicant pool?
- a. Job posting advertised in a variety of diverse sources
- b. Job posting written in inclusive language
- c. Employer branding that focuses on the D&I policies within the company
- d. Job description that allows for more diverse background applicants
- e. All of the above
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Question 7 of 10

7. Question
What steps can be taken to reduce hiring interview biases?
- a. Anonymous applicant screening based on AI
- b. Initial applicant selection based on job-specific skill level
- c. Use of specific job interview charter and specific measuring scales for all interviewees
- d. All of the above
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Question 8 of 10

8. Question
Coaching is defined as:
- a. Unlocking a person’s potential to maximise their own performance
- b. Training another individual make progress on a specific topic
- c. A process that enables learning and development
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Question 9 of 10

9. Question
Coaching, which high-performing organisations make available to managers and employees at all levels, can strengthen the muscles needed to create inclusive workplace cultures and boost engagement from all employees
- a. True
- b. False
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Question 10 of 10

10. Question
According to the International Coach Federation (2019) the core coaching competencies for HR and adult trainers and other professionals are:
- a. Demonstrates Ethical Practice
- b. Maintains Presence
- c. Listens Actively
- d. Evokes Awareness
- e. All the above
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