Chapter 13: The Inclusive Workplace: Level I: Inclusion
Through Diversity Within the Work Organization
Test Bank
Multiple Choice
2. The first level of the inclusive workplace relates to the organization’s ______ with its own employees
and reflects the ______ system level.
3. The inclusive workplace is based on a pluralistic value framework. What does that rely on?
4. Maria excitedly attended the new employee orientation for her new job. She felt she learned a lot of
information and all the presenters were very helpful to explain how things are done in the organization.
Maria took many notes because they said this was the best time to get all of the information on how to be
successful in the organization. What type of workplace is Maria’s new organization?
5. Which type of workplace is likely to utilize open management employee meetings and open e-mail
communications to learn of its employees’ concerns and expectations?
6. Which type of work place is likely to value conformity to preestablished organizational values and
norms that reflect the majority or mainstream?
7. A survey of diversity initiatives in selected multinational corporations identified several principal focus
areas. Which of the following were NOT included?
8. In addition to having diversity statements in their mission and annual reports, what else did the
surveyed multinational corporations report in terms of diversity?
10. Which of the following are NOT among the policies and practices typical for inclusion at level I?
11. A ______ includes an organization-wide diversity evaluation which leads to goals that are tailored to
the organization’s unique culture.
12. What distinguishes an inclusive workplace from an organization that merely implements diversity
initiatives?
13. In ______, corporate diversity trainings are quite popular with more than one half of all companies
providing diversity training to their employees.
14. When asked, what did CEOs who ran companies with a positive reputation for diversity and inclusion
point to as contributing to their success?
15. CEOs in the Groyberg and Connelly (2013) study identified that an inclusive culture was one in which
employees can contribute to the success of the company as ______.
16. Which principal focus area includes conducting seminars and workshops to increase diversity
awareness and skill-building to help employees understand the need for, and meaning of, valuing
diversity?
17. Sodexo USA’s training program called “Spirit of Inclusion” includes raising awareness and ______.
18. What does the performance and accountability type of diversity initiative require organizations to do in
order to hold managers accountable?
19. To help ensure senior-level accountability for implementing diversity initiatives, what did AT&T put in
place?
20. In addition to actively recruiting members of diverse groups, the most common approach to diversity
within work organizations is ______.
21. Why do diversity trainings sometimes use confrontational techniques?
22. When training is long term and well conceptualized, what benefit does it provide to the organization?
23. Other efforts to promote diversity and inclusion within organizations include initiatives such as
______.
24. An effective diversity respondent is someone who ______.
25. What financial services company was headquartered in Bellville, South Africa, and developed an
employment equity policy as required by the country’s 1996 Employment Equity Act?
26. What is a major barrier that organizations who implement inclusive policies and practices need to
overcome?
27. Biased ______ and biased ______ are at the core of the barriers for implementing inclusive policies
at the workplace.
28. Research into the benefits of diversity for organizations in the early 1990s focused on the case for
diversity. What has been the focus of the more recent research?
29. In today’s environment, what type of concerns have employees raised with regard to implementing
diversity initiatives?
30. What traditionally caused the barriers suffered by women, older adults, and ethnic/racial minorities?
31. Based on the survey data collected by Travis and Pollack (2015) from employees in China, what did
the authors conclude that business leaders needed to do in order to create high-performing work
cultures?
32. Accumulating evidence now links inclusive diversity practices to three areas: the opportunity to drive
business growth and productivity, winning the competition for talent, and ______.
33. The banking industry study found that racial diversity was positively associated with the company’s
performance when the company ______.
34. The main benefits for individuals in the implementation of the inclusive workplace at level I are
______.
35. The main benefits for organizations in the implementation of the inclusive workplace approach at level
I are ______.
36. Choi’s (2009) study of U.S. federal employees found greater ______ and less turnover in public
organizations with diversity management practices.
37. Which of the following is a criteria in order to be a recipient of the U.S. Department of Labor’s annual
Exemplary Voluntary Efforts Award?
38. Which organization implemented the “All Inclusive Workplace” and realized a 10% improvement in
retention due to the training?
39. Diversity initiatives can help companies increase the skill base and range of talent for which type of
employees?
40. In the financial sector, announcement of companies receiving awards for high-quality, voluntary
diversity programs were associated with positive and significant ______.
41. Which action below is NOT one of the noted strengths that women bring to corporate boards?
42. Denny’s was named in multiple lawsuits for ______.
43. Which was a class action lawsuit that Denny’s was involved in?
44. Denny’s had to absorb operational expenses associated with its class action settlement. Under the
consent of decree from the settlement, Denny’s was required to ______.
45. Jim Adamson, CEO of Denny’s, was hired to improve the diversity woes at Denny’s. His first task was
to ______.
46. In 1995, Denny’s enacted a(n) ______ that was developed to significantly grow the company’s
diversity supplier base and provide essential links between diverse suppliers and corporate entities.
47. To let the public know about all of the changes and to recapture some of its lost customer base,
Denny’s spent several million dollars on ______.
48. In the Fortune magazine ranking for Best Place for Minorities to Work, Fortune ranks companies
based on a comprehensive list of diversity factors including:
a. Number of white senior leaders currently mentoring minority employees
b. Number of minority applicants applying for general workforce positions
c. Whether the organization partners with minority affiliation groups for recruitment
d. Whether managers are held financially accountable for meeting diversity goals
49. The most significant award for Denny’s achievements came from ______.
50. Numerous lawsuits have been filed against Denny’s since the 1993 class action cases. The plaintiffs
were ______.
True/False
1. Organizations that have provided sensitivity training and workshops to their employees have noticed a
decreased familiarity and increased bias against members of out-groups.
2. Surveys of diversity initiatives in selected multinational corporations indicate that these companies are
planning, implementing, and evaluating a large number and variety of diversity initiatives in the United
States only.
3. The cultural audit is usually performed by inside organizational experts who obtain data from surveys
and focus groups.
4. The most common approach to diversity within the work organization is providing sensitivity training
and workshops to employees.
5. Career development and planning diversity activities include establishing career development and
planning initiatives for women and men of every represented group in the organization.
6. A survey of U.S. federal employees that investigated the relationship between diversity management,
job satisfaction, and work group performance found that diversity management was not linked to work
group performance and job satisfaction.
7. When it was decided that Sanlam’s company diversity management initiatives were not progressing
quickly enough, the decision was made to link managers’ performance bonuses to their diversity
management performance.
8. An exclusionary workplace is based on the perception that all workers need to conform to
preestablished organizational values and norms.
9. An exclusionary workplace will constantly strive to modify its values and norms to reflect the diversity of
its workforce.
10. Denny’s has won awards for being a friendly place for women and minorities to eat and work.
11. Denny’s was selected for the 2006 and 2007 Black Enterprise 40 Best Companies for Diversity.
12. Since the changes were made after Denny’s legal trouble, no lawsuits have been filed against the
company.
Essay
1. How does the Denny’s Inc. example relate to the inclusive workplace model level I?
2. Despite the changes made at Denny’s, legal trouble still persisted. Describe one of the numerous
lawsuits filed against the company since the 1993 class-action cases.
3. Could Denny’s have managed their diversity issues better? Why or why not?
4. How do work–life balance initiatives contribute to an organization’s goal of being an inclusionary
workplace?
5. Thomas (2005) points out that individuals should become effective diversity respondents and should
develop diversity maturity. With those ideas in mind, as an individual in an organization, how can you
contribute to creating an inclusive workplace? What leadership skills would you need to make the
changes?