1. Refer to the following scenario for the next 4 questions. A manager at a large company e-mails the HR director asking for assistance. An employee on the manager's team will soon undergo a gender transition, and the employee plans to continue working during the transition. The employee is highly valued in the information technology department and is co-leading a project with a specialized consultant. The consultant is one of only two in the country who specialize in the area of the project. In the e-mail to the HR director, the manager indicates that other members of the team are aware of the employee's upcoming gender transition. In private discussions with the manager, some team members, including the consultant, have expressed a high level of discomfort regarding the situation. The manager would like the HR director's advice on how to handle the situation. What action should the HR director recommend to the manager regarding the employees who have expressed discomfort about the situation?

A) A. Schedule a team meeting so that the transitioning employee can answer the questions of the other team members.
B) B. Meet with each employee who expressed discomfort individually to review the company's policy on diversity and inclusion.
C) C. Encourage the transitioning employee to set up private meetings with each team member to talk about their concerns.
D) D. Provide training to the team members who have expressed discomfort on how to interact with the employee during the transition.



2. Several employees approach the HR director to express concerns about which bathroom the transitioning employee should use. Which action should the HR director take?

A) A. Assign the transitioning employee to a gender-neutral bathroom during and after the transition.
B) B. Identify a private bathroom on site that the transitioning employee can use during the transition.
C) C. Tell all employees that they are able to use any available bathroom regardless of posted signage.
D) D. Tell the transitioning employee to use whichever bathroom is preferable to the employee.



3. Citing religious reasons, the consultant refuses to acknowledge the employee's new gender and continues to reference the employee's previous gender. This has offended the employee and impacted the progress of the project. What action should the HR director take?

A) A. Meet with the employee and the consultant to help them work out their differences of opinion.
B) B. Inform all team members that they have the right to practice their religion as they see fit.
C) C. Meet with the consultant to discuss ways to observe religious beliefs without impacting the project.
D) D. Assign an employee to serve as a liaison between the consultant and the transitioning employee.



4. A group of employees approaches the HR director to present a detailed plan for a company-wide campaign focused on supporting employees who have undergone or would like to undergo a gender transition. What should the HR director do next?

A) A. Conduct focus groups with a random sample of employees to discuss the details of the campaign.
B) B. Conduct an anonymous survey to learn how other employees feel about such a campaign.
C) C. Meet with senior executives to find out if they would be supportive of such a campaign.
D) D. Contact HR directors at other companies to learn if they have ever engaged in such a campaign.



5. What term has been coined for the process of charting a course to address cultural differences?

A) Parochialism
B) Determinism
C) Cultural relativism
D) Dilemma reconciliation