LDR-202S: Reinforcing culture LATEST
UPDATED 2025/2026 Exam WITH
COMPLETE Questions and SURE
VERIFIED Answers 100% GRADED AT A+
SCORE SURE GUARANTEED PASS!!
1. The decision-making our brains make about what is safe or not,
appropriate or not, and so on. An automatic process often
countered consciously afterwards with facts, experiences, and
knowledge we have gained - ANSWER ✔ Unconscious bias
2. Judging people, especially women, based on how attractive you
think they are. People perceived as attractive can be viewed more
positively and treated more favorably - ANSWER ✔ Beauty Bias
3. The tendency to look for or favor information that confirms beliefs
we already hold. - ANSWER ✔ Confirmation Bias
4. Evaluating the performance of one person in contrast to another
because you experienced the individuals either simultaneously or
in close succession. - ANSWER ✔ The Contrast Effect
5. According to the Special Case Study, Proven Strategies for
Addressing Unconscious Bias in the Workplace, what is the first
step in tackling workplace bias? - ANSWER ✔ Provide an open
channel of communication for employees
,6. According to the Proven Strategies for Addressing Unconscious
Bias in the Workplace, which of the following should be used
since different departments might have different issues? -
ANSWER ✔ Ensure anonymous employee surveys are conducted
company-wide
7. Which of the following best identifies attitudes and biases beyond
our regular perception of ourselves and others? - ANSWER ✔
Hidden beliefs
8. Words like discrimination, oppression, dominance, subordination,
heterosexism, racism, or male privilege are defined as which of the
following? - ANSWER ✔ Language of diversity
9. According to the Unconscious Bias lesson, what is the most
effective tool available for testing one's own Unconscious Bias? -
ANSWER ✔ Implicit Association Test
10. What is one of the problems with the "good person/bad
person" paradigm of diversity? - ANSWER ✔ Human being need
bias to survive
11. Having a sense of familiarity or a background of comfort of
one person during a job interview is an example of which of the
following? - ANSWER ✔ Affinity bias
12. Which of the following best identifies Micro-Affirmations? -
ANSWER ✔ Apparently small acts that are ephemeral and hard-
to-see
13. One example of how the Organizational Unconscious can
have a negative impact on the workplace is: - ANSWER ✔
Flexible work arrangements
, 14. What determines whether something or someone is safe
before we can even begin to consciously decide? - ANSWER ✔
Danger detector
15. Also called like-likes-like, this bias refers to our tendency to
gravitate toward people similar to ourselves. That might mean
hiring or promoting someone who shares the same race, gender,
age, or educational background. - ANSWER ✔ Affinity Bias
16. Discriminating against someone on the basis of their age;
tends to affect women more than men, and starts at younger ages. -
ANSWER ✔ Ageism
17. Because some people see women as less competent than
men, they may undervalue their accomplishments and overvalue
their mistakes. - ANSWER ✔ Attribution Bias
18. Preferring one gender over another or assuming that one
gender is better for the job. - ANSWER ✔ Gender Bias
19. The tendency to put someone on a pedestal or think more
highly of them after learning something impressive about them, or
conversely, perceiving someone negatively after learning
something unfavorable about them. - ANSWER ✔ The
Halo/Horns Effect
20. When you judge a person based on their name and perceived
background. This is especially important when reviewing resumes.
- ANSWER ✔ Name Bias
UPDATED 2025/2026 Exam WITH
COMPLETE Questions and SURE
VERIFIED Answers 100% GRADED AT A+
SCORE SURE GUARANTEED PASS!!
1. The decision-making our brains make about what is safe or not,
appropriate or not, and so on. An automatic process often
countered consciously afterwards with facts, experiences, and
knowledge we have gained - ANSWER ✔ Unconscious bias
2. Judging people, especially women, based on how attractive you
think they are. People perceived as attractive can be viewed more
positively and treated more favorably - ANSWER ✔ Beauty Bias
3. The tendency to look for or favor information that confirms beliefs
we already hold. - ANSWER ✔ Confirmation Bias
4. Evaluating the performance of one person in contrast to another
because you experienced the individuals either simultaneously or
in close succession. - ANSWER ✔ The Contrast Effect
5. According to the Special Case Study, Proven Strategies for
Addressing Unconscious Bias in the Workplace, what is the first
step in tackling workplace bias? - ANSWER ✔ Provide an open
channel of communication for employees
,6. According to the Proven Strategies for Addressing Unconscious
Bias in the Workplace, which of the following should be used
since different departments might have different issues? -
ANSWER ✔ Ensure anonymous employee surveys are conducted
company-wide
7. Which of the following best identifies attitudes and biases beyond
our regular perception of ourselves and others? - ANSWER ✔
Hidden beliefs
8. Words like discrimination, oppression, dominance, subordination,
heterosexism, racism, or male privilege are defined as which of the
following? - ANSWER ✔ Language of diversity
9. According to the Unconscious Bias lesson, what is the most
effective tool available for testing one's own Unconscious Bias? -
ANSWER ✔ Implicit Association Test
10. What is one of the problems with the "good person/bad
person" paradigm of diversity? - ANSWER ✔ Human being need
bias to survive
11. Having a sense of familiarity or a background of comfort of
one person during a job interview is an example of which of the
following? - ANSWER ✔ Affinity bias
12. Which of the following best identifies Micro-Affirmations? -
ANSWER ✔ Apparently small acts that are ephemeral and hard-
to-see
13. One example of how the Organizational Unconscious can
have a negative impact on the workplace is: - ANSWER ✔
Flexible work arrangements
, 14. What determines whether something or someone is safe
before we can even begin to consciously decide? - ANSWER ✔
Danger detector
15. Also called like-likes-like, this bias refers to our tendency to
gravitate toward people similar to ourselves. That might mean
hiring or promoting someone who shares the same race, gender,
age, or educational background. - ANSWER ✔ Affinity Bias
16. Discriminating against someone on the basis of their age;
tends to affect women more than men, and starts at younger ages. -
ANSWER ✔ Ageism
17. Because some people see women as less competent than
men, they may undervalue their accomplishments and overvalue
their mistakes. - ANSWER ✔ Attribution Bias
18. Preferring one gender over another or assuming that one
gender is better for the job. - ANSWER ✔ Gender Bias
19. The tendency to put someone on a pedestal or think more
highly of them after learning something impressive about them, or
conversely, perceiving someone negatively after learning
something unfavorable about them. - ANSWER ✔ The
Halo/Horns Effect
20. When you judge a person based on their name and perceived
background. This is especially important when reviewing resumes.
- ANSWER ✔ Name Bias
