Answer key to IS 20.23 Diversity Awareness Course 2023. Diversity is generally defined as acknowledging, understanding, accepting, valuing, and respecting the variety of characteristics that make individuals unique. By being aware of how diversity affects the workplace, you can lead a more productive and culturally enriching environment. Contains correct FEMA IS 20 answers to help you pass the final exam! Check out our FEMA IS 21 Answer Key, FEMA IS 368 Answer Key, and FEMA IS 505 Answer Key.
FEMA IS 20.23 EXAM ANSWERS
Which of the following does not apply to Diversity matters?
A. Sexual Orientation
C. Hair Color
Communities may not take needed actions unless disaster preparedness, response, recovery, and mitigation information is communicated:
A. by the highest authority in the area.
B. frequently and in every format available.
C. to the heads of the households.
D. using messages and languages that are culturally appropriate and easily understood.
Review the statements below. Which statement is TRUE?
A. Diversity is simply a matter of being nice to others.
B. Recognizing generational traits is part of understanding workforce diversity.
C. Reactions to disaster warnings are similar across cultures.
D. Cultural values remain constant and unchanging through life.
The term “diversity” is often associated with race and ethnicity; however, diversity encompasses both external and _________ characteristics that make each of us unique.
True or False: Section 508 only effects employees who work with technology and procurement, not employees such as meeting coordinators, content authors, or professional disaster response employees.
The term Gender Identity refers to:
A. identifying a person’s curiosity about the opposite gender.
B. identifying a person’s internal psychological sense of their gender.
C. describing other people’s perception of a person’s gender.
D. describing a person’s gender assignment at birth.
If you make a cultural communication misstep, the best thing to do is to:
A. Avoid causing more harm by pretending that nothing happened.
B. File a report to document the incident.
C. Explain the policy that justifies your actions.
D. Apologize and express a willingness to learn.
Diversity also applies to the different generations in the workplace. Generations may have different (choose all that apply):
C. attitudes toward authority
D. All of the above
Culture influences all of the following EXCEPT FOR:
A. Notions of time
B. Values that influence decision-making.
C. Ability to empathize with disaster survivors.
D. Beliefs and reactions to situations.
In support of the third goal of FEMA’s action plan, FEMA leaders at all levels must recognize that diversity management is a significant part of their role as FEMA’s leaders, and that they are held accountable for sustaining a _________ workforce.
Which of the following electronic and information technology products is not required to meet Section 508 guidance:
B. public-facing and internal websites
D. products that store, process, transmit, convert, duplicate, or receive electronic information
True or False: During deployment of the disaster workforce, the Federal Coordinating Officer has the sole responsibility for fostering a positive and inclusive culture.
Which of the following statements about disability etiquette is FALSE:
A. It’s ok to pet a service dog if he doesn’t look busy.
B. Think before you speak.
C. Respond graciously to requests.
D. ALWAYS…Ask before you act!
An appreciation of diversity helps build relationships that foster __________-based preparedness.
The following tips can help you to communicate clearly and concisely with co-workers and FEMA customers EXCEPT:
A. Where language differences exist, presentation in different relevant languages promotes diversity.
B. Using normal conversational cadence is respectful of cultural differences
C. Speaking loudly and extremely slowly.
D. Focus on slowing down your speech. Try not to rush your communication.
A. About being inclusive of individual differences such as communication styles.
B. Related to race and ethnicity rather than internal aspects such as work experiences.
C. Part of mandatory quotas required by the Civil Rights Act.
D. Primarily the responsibility of specialists working in human resources and equal employment opportunity.
True or False: Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating the variety of characteristics that make individuals unique.
All of the following are examples of ways that valuing diversity makes the workforce stronger EXCEPT:
A. Employees find other people who agree with them more and they band together, creating a competitive environment that makes everyone work harder.
B. An inclusive and diverse workplace motivates employees to perform to the best of their abilities.
C. It promotes an understanding between people, creating a stronger, more focused team
D. Employees learn from one another and get different perspectives
True or false: Something as simple as the way you introduce yourself can bridge cultural differences and improve understanding of disaster assistance programs.
True or False: Being nice to each other is enough for optimizing diversity.
True or False: According to the U.S. Census Bureau, our population is becoming more racially and ethnically similar.
Groups with more diverse members are effective at solving difficult problems because they:
A. Establish a traditional leadership structures to facilitate rapid decision-making
B. Leverage the different opinions and outlooks of the group members.
C. Share responsibility equally among group members.
D. Debate every small nuance of each issue or problem.
The FEMA Diversity Council Serve as “change agents” focused on creating a “culture of diversity” across FEMA through (Select ALL that apply):
A. visible commitment and frequent communication.
B. reporting and disciplining all employee behavior that does not support diversity.
C. by making diversity a key factor in organizational planning.
D. Both A and C.
True or False: Diversity is the same thing as equal employment opportunity (EEO) and affirmative action.
All of the following are goals of FEMA’s Diversity Action Plan EXCEPT FOR:
A. Build a work environment that promotes diversity and inclusion
B. Build a work environment that minimizes differences in perspectives and outlooks.
C. Build a sustained leadership commitment to a diverse FEMA through education, accountability, and total workforce engagement.
D. Build, develop, retain and engage a diverse workforce.