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

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b) Implicit bias is less visible to us yet more visible to those impacted by our bias

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c) Levels of implicit bias can vary within the same person across a range of social identities

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d) Implicit bias is a hidden or unintentional preference for a group based on social identity

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2. Everybody has bias because:

a) It is a normal and necessary function of the brain

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b) The conscious mind is often more influential than the unconscious mind

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c) We form habits and associations about ourselves and society from childhood that become automatic

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d) Two of the above

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3. Systemic bias is likely occurring when:

a) Data highlights discriminatory patterns of behaviours or practices within organizational structures

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b) People gather in affinity groups with those who share their social identity

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c) An organizational policy is called out for being biased

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d) The law sanctions it as such

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4. The unconscious mind tends to:

a) Respond indifferently to racial differences, neither empathetic nor fearful

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b) React more positively towards people racially like us and more negatively towards racial difference

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c) Constantly re-evaluate its ways of seeing the world to make it easier to see other points of view

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d) Be comfortable with being wrong or not knowing something

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

a) To demonstrate how far we’ve come in combatting oppression

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b) To make the point that everybody has it hard and all experiences of exclusion are the same

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c) To access empathy for others in order to build relationships and expand the circle of ‘We’

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d) To showcase how deeply invested we are in others by allowing them to speak about their experiences

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6. A key concept about our emotions is that:

a) We can easily override them with our thoughts

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b) We feel, rather than think, our way through the world

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c) We are often aware when we are being controlled by them

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d) We can use them as a tool to control others

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

a) The person who has been in the organization the longest

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b) The person who is the most emotionally dominant

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c) The person with the most conscious use of their position

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d) The whole group itself

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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

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b) We have increased emotional responses when interacting with people different to ourselves

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c) We show more fear and anxiety towards those of a difference race (and skin colour) to our own

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d) We often unconsciously give off in-group/out-group signals to others about their identity

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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

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b) To push people out of their comfort zones and encourage team vigilance

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c) To encourage people to show up authentically, to bring their “whole self” to the meeting

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d) To encourage everyone to be positive

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10. Dehumanization of others:

a) Has occurred when the police identify an act as a hate crime

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b) Is a human tendency to see out-groups as objects/things

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c) Is when bad people get away with racially motivated crimes

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d) Is a tragic aspect of flashpoints in history

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

a) At school age

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b) When families begin to explicitly express their preferences to their children

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c) From before we are born, in utero

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d) As early as 6-9 months

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

a) Sacrifices are made to preserve the in-group without needing something in return

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b) Positive biases are awarded to members of the in-group

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c) In-group members are socialized to share a common sense of what is ‘normal’

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d) All of the above

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13. Racism is:

a) Out-group bias combined with social power

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b) In-group bias combined with in-group power

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c) In-group bias combined with social power

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d) None of the above

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14. Privilege:

a) Can be described as unearned benefits due to being a member of a dominant group

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b) Guarantees success in society

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c) Eliminates all aspects of marginalized identities

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d) All of the above

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15. Which are truisms about privilege and marginalization:

a) You can experience privilege and marginalization at the same time

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b) Minority group members can experience marginalization from other minority group members

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c) You can see ways in which you have privilege quite easily

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d) Two of the above

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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

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b) Take 10 deep breaths as you walk up a flight of stairs

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c) Access your anger to be “awake” and prepare with counter-arguments

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d) None of the above

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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

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b) Ostracising colleagues when they make mistakes related to equity, diversity and inclusion

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c) Catch yourself in the act of bias

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d) Listen to people who have different identities, especially to those from minoritized groups

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

a) Global, national, metaphysical, spiritual

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b) International, national, mystical, spiritual

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c) Global, local, psychological, spiritual

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d) None of the above

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19. Micro-inequities are given that name because:

a) They don’t have a big impact

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b) They can be hard to prove and are often covert or unintentional

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c) They can seem inconsequential or unremarkable

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d) Two of the above

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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

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b) Becoming part of the financial elite

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c) How many protests one attends per year to support progressive social agendas

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d) The ability to make meaning from the negative or traumatic events from our lives

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Deep Diversity – Assessment only

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