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
Which of the following is a key characteristic of an 'inclusive leadership' competency in succession frameworks?
Answer: Curiosity about and active solicitation of diverse perspectives before deciding
Inclusive leaders deliberately seek out diverse viewpoints, which research links to better decision-making and innovation.
An organization wants to prevent 'token' promotions in its succession process. The most effective strategy is:
Answer: Build deep diverse pipelines so multiple qualified candidates exist for every opening
Deep pipelines ensure diverse promotions reflect genuine talent development rather than one-off symbolic appointments.
A succession planner discovers that LGBTQ+ employees rarely appear in high-potential nominations. The most appropriate diagnostic step is:
Answer: Survey LGBTQ+ employees on barriers to visibility and nomination in the current environment
Surveying affected employees surfaces the specific cultural or structural barriers preventing their nomination.
Which of the following best describes the 'glass cliff' phenomenon relevant to succession planning?
Answer: Diverse candidates being promoted to leadership positions during organizational crises when risk of failure is highest
The glass cliff refers to the pattern of appointing women or minorities to leadership during difficult periods, setting them up for failure.
When succession planning data reveals that minority employees leave at higher rates after being identified as high-potential, the most likely cause is:
Answer: Absence of sponsorship, inclusive culture, or clear advancement pathways after identification
Being named high-potential without sponsorship or an inclusive environment often leads diverse employees to leave for organizations that better support them.
Which federal law is most directly relevant to ensuring nondiscrimination in succession planning decisions in the United States?
Answer: Title VII of the Civil Rights Act of 1964
Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin, covering promotion and succession decisions.
A company implements 'blind resume reviews' as part of its leadership identification process. This technique primarily addresses:
Answer: Name-based and demographic bias in early screening decisions
Removing names and identifying information from resumes reduces the influence of evaluator bias tied to perceived demographics.