1. Managers demonstrate their support of diversity efforts by allocating time and money to diversity activities, backing the recommendations of problem-solving task forces, and communicating the company’s commitment to diversity through speeches and vision and mission statements.
A. Maintain momentum to change the culture.
B. Uncover diversity problems in the organization.
C. Strengthen top management commitment.
D. Choose solutions to fit a balanced strategy.
2. The cultural audit is completed by employees who answer the following types of questions: How do promotion rates compare? Is there pay disparity between managers in the same pay grade? Does a glass ceiling limit the advancement of women and minorities?
A. Demand results and revisit the goals.
B. Choose solutions to fit a balanced strategy.
C. Uncover diversity problems in the organization
D. Maintain momentum to change the culture.
3. If Mitchell Gold reached out to a female employee to help her learn how to get ahead in the organization, Mitchell would be acting as:
A. A diversity ombudsman
B.A mentor
C. A diversity coordinator
D. A network group leader
4. As a result of their efforts to encourage diversity, Mitchell Gold and Bob Williams can expect to see all of the following in their company except:
A. Improved problem solving
B. Improved customer relations
C. Increased conflict
D. Increased turnover
5. Mitchell Gold talks about encountering a “glass ceiling” that prevented his advancement in a former job. The term “glass ceiling” was originally developed with reference to .
A. people for asia
B. people with disabilities
C. women
D. grey males