LDR-202S: Reinforcing culture EXAM QUESTIONS WITH CORRECT AND VERIFIED
ANSWERS|LATEST 2025|A+ GRADED MATERIAL
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 -CORRECT 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? -CORRECT 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? -
CORRECT 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? -CORRECT ANSWER-Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or
male privilege are defined as which of the following? -CORRECT ANSWER-Language of
diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing
one's own Unconscious Bias? -CORRECT ANSWER-Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
CORRECT 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? -CORRECT ANSWER-Affinity bias
Which of the following best identifies Micro-Affirmations? -CORRECT ANSWER-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: -CORRECT ANSWER-Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? -CORRECT 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. -CORRECT ANSWER-Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than
men, and starts at younger ages. -CORRECT ANSWER-Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. -CORRECT 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 -CORRECT
ANSWER-Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
CORRECT ANSWER-Confirmation Bias
Evaluating the performance of one person in contrast to another because you experienced
the individuals either simultaneously or in close succession. -CORRECT ANSWER-The
Contrast Effect
ANSWERS|LATEST 2025|A+ GRADED MATERIAL
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 -CORRECT 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? -CORRECT 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? -
CORRECT 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? -CORRECT ANSWER-Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or
male privilege are defined as which of the following? -CORRECT ANSWER-Language of
diversity
According to the Unconscious Bias lesson, what is the most effective tool available for testing
one's own Unconscious Bias? -CORRECT ANSWER-Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
CORRECT 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? -CORRECT ANSWER-Affinity bias
Which of the following best identifies Micro-Affirmations? -CORRECT ANSWER-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: -CORRECT ANSWER-Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? -CORRECT 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. -CORRECT ANSWER-Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than
men, and starts at younger ages. -CORRECT ANSWER-Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes. -CORRECT 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 -CORRECT
ANSWER-Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
CORRECT ANSWER-Confirmation Bias
Evaluating the performance of one person in contrast to another because you experienced
the individuals either simultaneously or in close succession. -CORRECT ANSWER-The
Contrast Effect
