LDR-202S: REINFORCING CULTURE EXAM QUESTIONS AND ANSWERS 2025 (VERIFIED ANSWERS
GRADED A+)LATEST UPDATE GUARANTEED 100% PASS 2025
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
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
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
Which of the following best identifies attitudes and biases beyond our regular perception of ourselves
and others? - (ANSWER)Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or male
privilege are defined as which of the following? - (ANSWER)Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing one's own
Unconscious Bias? - (ANSWER)Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
(ANSWER)Human being need bias to survive
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
Which of the following best identifies Micro-Affirmations? - (ANSWER)Apparently small acts that are
ephemeral and hard-to-see
1
, LDR-202S: REINFORCING CULTURE EXAM QUESTIONS AND ANSWERS 2025 (VERIFIED ANSWERS
GRADED A+)LATEST UPDATE GUARANTEED 100% PASS 2025
One example of how the Organizational Unconscious can have a negative impact on the workplace is: -
(ANSWER)Flexible work arrangements
What determines whether something or someone is safe before we can even begin to consciously
decide? - (ANSWER)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. - (ANSWER)Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than men, and
starts at younger ages. - (ANSWER)Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. - (ANSWER)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 - (ANSWER)Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
(ANSWER)Confirmation Bias
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
Preferring one gender over another or assuming that one gender is better for the job. -
(ANSWER)Gender Bias
2
GRADED A+)LATEST UPDATE GUARANTEED 100% PASS 2025
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
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
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
Which of the following best identifies attitudes and biases beyond our regular perception of ourselves
and others? - (ANSWER)Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or male
privilege are defined as which of the following? - (ANSWER)Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing one's own
Unconscious Bias? - (ANSWER)Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
(ANSWER)Human being need bias to survive
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
Which of the following best identifies Micro-Affirmations? - (ANSWER)Apparently small acts that are
ephemeral and hard-to-see
1
, LDR-202S: REINFORCING CULTURE EXAM QUESTIONS AND ANSWERS 2025 (VERIFIED ANSWERS
GRADED A+)LATEST UPDATE GUARANTEED 100% PASS 2025
One example of how the Organizational Unconscious can have a negative impact on the workplace is: -
(ANSWER)Flexible work arrangements
What determines whether something or someone is safe before we can even begin to consciously
decide? - (ANSWER)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. - (ANSWER)Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than men, and
starts at younger ages. - (ANSWER)Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. - (ANSWER)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 - (ANSWER)Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
(ANSWER)Confirmation Bias
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
Preferring one gender over another or assuming that one gender is better for the job. -
(ANSWER)Gender Bias
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