Diversity & Inclusion in Succession Flashcards
7 cards from real CSP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Diversity & Inclusion in Succession flashcards as text
Sponsorship programs differ from mentoring programs in succession planning primarily because sponsors:
Answer: Actively advocate for and create opportunities for their protégés
Sponsors use their influence to open doors and champion high-potential diverse employees, going beyond advisory roles.
Which succession planning risk is most likely when diversity data is collected but never reviewed by leadership?
Answer: Performative diversity with no real progress
Collecting diversity data without leadership review creates the appearance of commitment without driving actual pipeline improvement.
An employee resource group (ERG) for Black professionals asks to have input into succession criteria. The best organizational response is:
Answer: Engage ERG leaders as advisors to review competency frameworks for cultural bias
ERGs provide valuable perspective on whether competency frameworks inadvertently disadvantage certain groups.
The 'affinity bias' in succession planning refers to evaluators tending to:
Answer: Favor candidates who share their own background, style, or characteristics
Affinity bias leads evaluators to champion candidates who remind them of themselves, perpetuating homogeneous leadership.
Why is intersectionality an important concept for succession planners to understand?
Answer: It recognizes that individuals hold multiple identities that interact to create unique experiences of advantage or disadvantage
Intersectionality helps planners recognize that a candidate may face compounding barriers due to overlapping identities such as race, gender, and disability.
When a succession plan includes 'readiness timelines' for diverse candidates that are consistently longer than for majority candidates with similar qualifications, this likely indicates:
Answer: Systemic bias inflating the development bar for underrepresented employees
Longer readiness timelines for equally qualified diverse candidates suggest a higher bar is being applied, reflecting systemic bias.
In terms of D&I succession best practices, 'accountability' most specifically means:
Answer: Tying executive compensation and performance reviews to measurable D&I pipeline outcomes
Linking compensation and reviews to measurable outcomes ensures leaders are personally invested in improving pipeline diversity.