Creating a culture of belonging: Practical ways to foster DEIB in the…

Présenté par Marie Holowaychuk, D.M.V., Dipl. ACVECC, P.Y.C.

Questionnaire de formation continue

Crédit de formation continue : 1

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Questions

1. What are the key components of a healthy work culture identified in the Merck Animal Health Veterinary Wellbeing Study? *

Competitive salaries, high client satisfaction, flexible work hours and advanced technology.

A strong sense of belonging, high trust in the organization, candid and open communication and sufficient time for high-quality patient care.

Regular team outings, high degree of autonomy, minimal oversight and flexible schedules.

Extensive training programs, access to mental health resources, clear career progression and diverse workplace policies.

2. True or False. Belonging is about hiring people from diverse backgrounds to achieve representation. *

True

False

3. What does "inclusion" in the workplace primarily focus on? *

Ensuring representation from diverse backgrounds.

Fair and equitable practices for all employees.

Valuing and integrating diverse contributions and perspectives.

Ensuring everyone receives the same opportunities and resources.

4. Which of the following strategies supports inclusive hiring practices? *

Using standardized interview questions for all candidates.

Requiring candidates to adapt to existing workplace culture.

Avoiding accommodations to ensure fairness for all candidates.

Focusing on the fastest hiring process possible.

5. What is the primary difference between equity and equality? *

Equity focuses on providing the same resources for everyone, while equality provides different resources based on need.

Equity ensures fairness tailored to individual needs, while equality provides the same opportunities for everyone.

Equity refers to diversity metrics, while equality ensures cultural belonging.

Equity applies to hiring, while equality applies to promotions.

6. Which of the following is NOT an allyship role described by Karen Catlin in Better Allies? *

Sponsor

Amplifier

Upstander

Negotiator

7. What is an example of a concrete action leaders can take to promote DEIB? *

Assume underrepresented groups will provide input without being asked.

Explicitly encourage diverse candidates to apply for open roles.

Avoid challenging team members who exhibit biased behaviour.

Focus exclusively on DEIB training for managers.

8. Which of the following is a key principle outlined in the acronym CARE for fostering DEIB? *

Confidence

Awareness

Respect

Excellence

9. What does hiring for "culture add" instead of "culture fit" aim to achieve? *

Ensuring all employees feel comfortable and similar to one another.

Enhancing the team with diverse perspectives and experiences.

Reducing the amount of training needed for new hires.

Speeding up the hiring process by focusing on similarities.

10. True or False. Structured interviews can help reduce bias during the hiring process. *

True

False