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SHRM-CP WORKPLACE Questions - Part 10
1. Diversity may improve a team's innovation and creativity. Which obstacles may a diverse team have to initially overcome?
A) Innovating while ignoring the costs of new approaches
B) Rejecting out of hand any proposals from the home office
C) Focusing on ideas from only one demographic, excluding other options
D) Demonstrating fragmented, nonproductive, and indecisive behavior
2. Which best describes how an organization's focus on diversity is a benefit to its recruitment efforts?
A) It enhances the employment brand to attract talent.
B) It increases the number of potential candidates.
C) It reduces the costs of recruitment activities.
D) It enables the organization to ignore local needs.
3. Implementing a Diversity and Inclusion Strategy Which types of data should be measured at the preliminary assessment stage of the diversity and inclusion strategic process?
A) Demographic and attitude data
B) Leadership goals and attitudes
C) Organizational demographics
D) Attitudes about diversity
4. Which best describes a diversity council?
A) Labor-management committee dedicated to promoting diversity and inclusion in the organization
B) Quasi-judicial review committee to review diversity and inclusion efforts
C) Management task force to promote diversity and inclusion in the organization
D) Voluntary private/public partnership to promote diversity and inclusion
5. An organization has implemented a recruitment and hiring program to increase the diversity of its workforce, but the retention rate for new hires is low. What step would offer the most help in correcting this problem?
A) Implementation of employee resource groups
B) Message from the CEO to all employees about the reason for pursuing diversity
C) Reexamination of the organization's recruitment strategy and channels
D) Review and revision of the employee value proposition
A) Innovating while ignoring the costs of new approaches
B) Rejecting out of hand any proposals from the home office
C) Focusing on ideas from only one demographic, excluding other options
D) Demonstrating fragmented, nonproductive, and indecisive behavior
2. Which best describes how an organization's focus on diversity is a benefit to its recruitment efforts?
A) It enhances the employment brand to attract talent.
B) It increases the number of potential candidates.
C) It reduces the costs of recruitment activities.
D) It enables the organization to ignore local needs.
3. Implementing a Diversity and Inclusion Strategy Which types of data should be measured at the preliminary assessment stage of the diversity and inclusion strategic process?
A) Demographic and attitude data
B) Leadership goals and attitudes
C) Organizational demographics
D) Attitudes about diversity
4. Which best describes a diversity council?
A) Labor-management committee dedicated to promoting diversity and inclusion in the organization
B) Quasi-judicial review committee to review diversity and inclusion efforts
C) Management task force to promote diversity and inclusion in the organization
D) Voluntary private/public partnership to promote diversity and inclusion
5. An organization has implemented a recruitment and hiring program to increase the diversity of its workforce, but the retention rate for new hires is low. What step would offer the most help in correcting this problem?
A) Implementation of employee resource groups
B) Message from the CEO to all employees about the reason for pursuing diversity
C) Reexamination of the organization's recruitment strategy and channels
D) Review and revision of the employee value proposition
1. Right Answer: D
Explanation: If not managed properly, diverse teams may become fragmented, nonproductive, and unable to arrive at decisions in a timely manner. Differences in approaches can be emphasized, making it difficult to reach a single solution.
2. Right Answer: A
Explanation: Developing an inclusive and diverse workforce enhances the employer's brand and its ability to attract high-potential talent in minority groups. The organization can also more easily respond to demographic changes and local labor markets.
3. Right Answer: A
Explanation: A clear picture is needed not just of current organizational performance but also of current attitudes about diversity and about the organization's existing diversity and inclusion efforts. This requires both objective data, such as comparable promotion and turnover figures for various demographic groups, and subjective (but measurable) data, such as survey, interview, and focus group results.
4. Right Answer: C
Explanation: A diversity council is a management-level task force established to define and promote an organization's diversity and inclusion initiatives.
5. Right Answer: A
Explanation: Since the issue is with retention, rather than effectiveness in attracting diverse candidates, the best answer here may be employee resource groups, sometimes referred to as affinity groups. They can provide support to new employees during the onboarding period. Support can take the form of networking, mentoring, or advocacy.
Explanation: If not managed properly, diverse teams may become fragmented, nonproductive, and unable to arrive at decisions in a timely manner. Differences in approaches can be emphasized, making it difficult to reach a single solution.
2. Right Answer: A
Explanation: Developing an inclusive and diverse workforce enhances the employer's brand and its ability to attract high-potential talent in minority groups. The organization can also more easily respond to demographic changes and local labor markets.
3. Right Answer: A
Explanation: A clear picture is needed not just of current organizational performance but also of current attitudes about diversity and about the organization's existing diversity and inclusion efforts. This requires both objective data, such as comparable promotion and turnover figures for various demographic groups, and subjective (but measurable) data, such as survey, interview, and focus group results.
4. Right Answer: C
Explanation: A diversity council is a management-level task force established to define and promote an organization's diversity and inclusion initiatives.
5. Right Answer: A
Explanation: Since the issue is with retention, rather than effectiveness in attracting diverse candidates, the best answer here may be employee resource groups, sometimes referred to as affinity groups. They can provide support to new employees during the onboarding period. Support can take the form of networking, mentoring, or advocacy.
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