REINFORCING CULTURE - LDR-202S
EXAM 2025 QUESTIONS AND ANSWERS
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 - ANS Unconscious bias
According to the Special Case Study, Proven Strategies for Addressing Unconscious Bias in the
Workplace, what is the first step in tackling workplace bias? - ANS Provide an open channel
of communication for employees
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? -
ANS Ensure anonymous employee surveys are conducted company-wide
Which of the following best identifies attitudes and biases beyond our regular perception of
ourselves and others? - ANS Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or
male privilege are defined as which of the following? - ANS Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing
one's own Unconscious Bias? - ANS Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
ANS Human being need bias to survive
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, 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? - ANS Affinity bias
Which of the following best identifies Micro-Affirmations? - ANS Apparently small acts that
are ephemeral and hard-to-see
One example of how the Organizational Unconscious can have a negative impact on the
workplace is: - ANS Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? - ANS Danger detector
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. - ANS Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than
men, and starts at younger ages. - ANS Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. - ANS Attribution Bias
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 -
ANS Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
ANS Confirmation Bias
Evaluating the performance of one person in contrast to another because you experienced the
individuals either simultaneously or in close succession. - ANS The Contrast Effect
2 Copyright ©BRIGHSTARS ALL RIGHTS RESERVED 2025
EXAM 2025 QUESTIONS AND ANSWERS
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 - ANS Unconscious bias
According to the Special Case Study, Proven Strategies for Addressing Unconscious Bias in the
Workplace, what is the first step in tackling workplace bias? - ANS Provide an open channel
of communication for employees
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? -
ANS Ensure anonymous employee surveys are conducted company-wide
Which of the following best identifies attitudes and biases beyond our regular perception of
ourselves and others? - ANS Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or
male privilege are defined as which of the following? - ANS Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing
one's own Unconscious Bias? - ANS Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
ANS Human being need bias to survive
1 Copyright ©BRIGHSTARS ALL RIGHTS RESERVED 2025
, 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? - ANS Affinity bias
Which of the following best identifies Micro-Affirmations? - ANS Apparently small acts that
are ephemeral and hard-to-see
One example of how the Organizational Unconscious can have a negative impact on the
workplace is: - ANS Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? - ANS Danger detector
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. - ANS Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than
men, and starts at younger ages. - ANS Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. - ANS Attribution Bias
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 -
ANS Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
ANS Confirmation Bias
Evaluating the performance of one person in contrast to another because you experienced the
individuals either simultaneously or in close succession. - ANS The Contrast Effect
2 Copyright ©BRIGHSTARS ALL RIGHTS RESERVED 2025
