Deep Diversity – Assessment only

1. Which is NOT true about Implicit Bias:

a) Working to reduce bias in one area of social identity reduces all other biases simultaneously
b) Implicit bias is less visible to us yet more visible to those impacted by our bias
c) Levels of implicit bias can vary within the same person across a range of social identities
d) Implicit bias is a hidden or unintentional preference for a group based on social identity

2. Everybody has bias because:

a) It is a normal and necessary function of the brain
b) The conscious mind is often more influential than the unconscious mind
c) We form habits and associations about ourselves and society from childhood that become automatic
d) Two of the above

3. Systemic bias is likely occurring when:

a) Data highlights discriminatory patterns of behaviours or practices within organizational structures
b) People gather in affinity groups with those who share their social identity
c) An organizational policy is called out for being biased
d) The law sanctions it as such

4. The unconscious mind tends to:

a) Respond indifferently to racial differences, neither empathetic nor fearful
b) React more positively towards people racially like us and more negatively towards racial difference
c) Constantly re-evaluate its ways of seeing the world to make it easier to see other points of view
d) Be comfortable with being wrong or not knowing something

5. We shared our personal stories of exclusion during the modules:

a) To demonstrate how far we’ve come in combatting oppression
b) To make the point that everybody has it hard and all experiences of exclusion are the same
c) To access empathy for others in order to build relationships and expand the circle of ‘We’
d) To showcase how deeply invested we are in others by allowing them to speak about their experiences

6. A key concept about our emotions is that:

a) We can easily override them with our thoughts
b) We feel, rather than think, our way through the world
c) We are often aware when we are being controlled by them
d) We can use them as a tool to control others

7. In workplace teams, the tone for the group is often set by:

a) The person who has been in the organization the longest
b) The person who is the most emotionally dominant
c) The person with the most conscious use of their position
d) The whole group itself

8. Which is NOT true of the relationship between emotions and identity:

a) We begin with an equal amount of empathy for everyone and lose it as we learn about our differences
b) We have increased emotional responses when interacting with people different to ourselves
c) We show more fear and anxiety towards those of a difference race (and skin colour) to our own
d) We often unconsciously give off in-group/out-group signals to others about their identity

9. Why do we start meetings by taking the emotional pulse of teams? (e.g. how are you doing today on a scale of 1-10)?

a) To know who is likely going to pose a problem during the meeting
b) To push people out of their comfort zones and encourage team vigilance
c) To encourage people to show up authentically, to bring their “whole self” to the meeting
d) To encourage everyone to be positive

10. Dehumanization of others:

a) Has occurred when the police identify an act as a hate crime
b) Is a human tendency to see out-groups as objects/things
c) Is when bad people get away with racially motivated crimes
d) Is a tragic aspect of flashpoints in history

11. Research demonstrates that socialization of in-groups and out-groups starts:

a) At school age
b) When families begin to explicitly express their preferences to their children
c) From before we are born, in utero
d) As early as 6-9 months

12. Unearned benefits of being in an in-group include:

a) Sacrifices are made to preserve the in-group without needing something in return
b) Positive biases are awarded to members of the in-group
c) In-group members are socialized to share a common sense of what is ‘normal’
d) All of the above

13. Racism is:

a) Out-group bias combined with social power
b) In-group bias combined with in-group power
c) In-group bias combined with social power
d) None of the above

14. Privilege:

a) Can be described as unearned benefits due to being a member of a dominant group
b) Guarantees success in society
c) Eliminates all aspects of marginalized identities
d) All of the above

15. Which are truisms about privilege and marginalization:

a) You can experience privilege and marginalization at the same time
b) Minority group members can experience marginalization from other minority group members
c) You can see ways in which you have privilege quite easily
d) Two of the above

16. Which steps might be useful to help recover from being triggered?

a) Tell the person how they wronged you and ask them to validate your perspective
b) Take 10 deep breaths as you walk up a flight of stairs
c) Access your anger to be “awake” and prepare with counter-arguments
d) None of the above

17. Which is not a good strategy for developing inclusion in the workplace:

a) Commit to the ideas and ideals of diversity, equity and inclusion
b) Ostracising colleagues when they make mistakes related to equity, diversity and inclusion
c) Catch yourself in the act of bias
d) Listen to people who have different identities, especially to those from minoritized groups

18. What are the 4 parts of Mindell’s model on power and rank?

a) Global, national, metaphysical, spiritual
b) International, national, mystical, spiritual
c) Global, local, psychological, spiritual
d) None of the above

19. Micro-inequities are given that name because:

a) They don’t have a big impact
b) They can be hard to prove and are often covert or unintentional
c) They can seem inconsequential or unremarkable
d) Two of the above

20. The research reviewed in Deep Diversity shows that resilience is tied to:

a) Getting what you want regardless of the roadblocks in your way
b) Becoming part of the financial elite
c) How many protests one attends per year to support progressive social agendas
d) The ability to make meaning from the negative or traumatic events from our lives

Deep Diversity – Assessment only

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