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Introduction of Diversity

Topic: Diversity

WELCOME and Get ready to be challenged…

Learn something new every day by adapting the
‘New Normal’

I. INTRODUCTION:

The concept of diversity encompasses acceptance and respect. It means understanding that each
individual is unique, and recognizing our individual differences. These can be along the dimensions of race,
ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political
beliefs, or other ideologies. Diversity is a reality created by individuals and groups from a broad spectrum of
demographic and philosophical differences. "Diversity" means more than just acknowledging and/or
tolerating difference. Diversity is a set of conscious practices that involve:
 Understanding and appreciating interdependence of humanity, cultures, and the natural
environment.
 Practicing mutual respect for qualities and experiences that are different from our own.
 Understanding that diversity includes not only ways of being but also ways of knowing;
 Recognizing that personal, cultural and institutionalized discrimination creates and sustains
privileges for some while creating and sustaining disadvantages for others;
 Building alliances across differences so that we can work together to eradicate all forms of
discrimination.

II. OBJECTIVES:

At the end of the lesson, you should be able to:

1. explain the meaning and importance of diversity.
2. interpret individual perspectives on diversity.
3. assess identity perspectives on diversity.

III. PRELIMINARY ACTIVITIES:

Before you proceed to the main lesson, test yourself in this activity.
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GETTING TO KNOW YOU

This activity illustrates how acquainted are you with yourself. Using the acronym ―DIVERSITY‖, what
attributes do you have that you think you are different from the others i.e. brothers, sisters, friends,
classmates, etc.

D I V E R S I T Y

Realization Question:

1. In what way will this activity help you in your everyday relationship with other people?
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

EXCELLENT!!!

You may now proceed to the main lesson.

IV. LESSON PROPER:

LET’S BEGIN!

Based on the preliminary activity, were you able to use the acronym that really much your
personality?
THAT’S GREAT!

You may now proceed to the lesson.

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Introduction of Diversity

What is diversity in the workplace?

Workplace diversity is a common topic of conversation among
employers, hiring managers and recruitment professionals.
But diversity and inclusion in the workplace isn't just a hiring
fad; and over the years it has become less a case of simply
factoring in age, gender and race, and more about hiring a
wider range of people to add value to businesses.
Increasingly, business leaders are seeing that encouraging
diversity in the workplace has several tangible benefits, for
the company and for its employees.

What is the difference between equality and diversity?

What is equality in the workplace? Equality aims to ensure that all individuals have equal opportunities to
succeed, and it prevents individuals from being discriminated against or treated differently due to certain
personality or physical characteristics. Diversity, on the other hand, is about appreciating differences
between individuals, and in context with the workplace ensuring that each of these varying attributes and
characteristics are valued.

What are the benefits of diversity in the workplace for employees?

 Conflict reduction - This will often help to reduce conflicts between even the most different team
members; and will often unite people with a common purpose rather than divide them.
 Increased confidence - Encouraging diversity can help to boost confidence and performance from
individual team members, who may be more easily able to express their ideas, become closer to their
colleagues and enjoy and take pride in their work.
 Boosting employee engagement - Employees are far more likely to perform well in an environment
where diversity and inclusion are top priority.

What are the benefits of diversity in the workplace for employers?

 Increased range of ideas - Diversity in the workplace will often result in a much broader spectrum of
creativity, from people with different backgrounds, skills and experiences.
 Increased employee engagement - Generally speaking, employees who feel included and wanted will
be more engaged and motivated to do well. In turn, a more engaged team will often yield better team
performance; making it a win-win for employers.
 Boosts company reputation & simplifies recruitment processes - Diversity in the workplace will help to
build a great reputation for the company; especially important when you are looking to hire and retain
talent.
 Wider talent pool to choose from - Companies that only hire men, for example, are limiting themselves
to the skills of half the population, this is just one of the many benefits of gender diversity in the
workplace.
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Introduction of Diversity

 Helps you to understand your customers better - Having a more diverse team will help your company
gain a broader understanding of your customers, what they want and what they look for.
 Reduce employee turnover - Companies with a diverse workforce will tend to retain employees for
longer, because ultimately employees who feel accepted and valued will be much less likely to leave.
Likewise, companies who clearly value career development, and really care about their employees, will
tend to have a much higher retention rate than those who don't.

Diversity in the workplace examples

Companies across the board are taking steps to create an equality and diversity strategy. Some of the best
diversity and inclusion in the workplace examples are:
 AT&T (Industry: Technology)
AT&T took the prestigious top spot on DiversityInc's Top 50 Companies for Diversity In 2019.
The award commended the behavior of CEO and Chairman Randall Stephenson, who is a big
advocate for inclusion and diversity management in corporate companies. AT&T has been
applauded for its unbiased approach to both graduate recruitment and more senior hiring - allowing
managers to recommend individuals through their own app. They also encourage their employees
to speak openly about race, sexuality, religion etc, to increase mutual understanding of their
colleagues.
 Marriott International (Industry: Hospitality)
In a close second place on DiversityInc's Top 50 Companies, Marriott recently launched their
Serve 360 plan, whereby they invested $5m in order for women, people with disabilities, veterans,
refugees and more to learn hospitality skills. Not every company will be able to afford $5m; but it
does point to the value of investing in professional development.
 Accenture PLC (Industry: Professional Services)
Accenture is often ranked within the top companies for diversity (Thompson Reuters' 2018
Diversity and Inclusion Index ranked Accenture as it's no.1 most diverse company), and though
this is largely due to gender representation within their workforce, they have also been applauded
for encouraging the inclusion of many different groups. Diversity training within the company is
broken into three different categories; 1) Diversity Awareness, to help people understand the
benefits of working with a diverse organization, 2) Diversity Management, to help team leaders to
successful manage diverse teams and 3) Professional Development, to enable minority groups to
develop valuable new skills.

Challenges of diversity in the workplace

1. Communication barriers
2. Employee requirements
3. Gender equality issues
4. Generational differences
5. Conflicting beliefs
6. Disability discrimination
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Introduction of Diversity

7. Isolated individuals
8. Time consuming implementation process
9. Resistance to change

How to promote diversity in the workplace?

1. Identify the problems
2. D&I strategy for success
3. Involve the whole team
4. Initiate mentoring schemes
5. Offer training programs
6. Hire bilingual or multilingual employees
7. Implement initiatives for gender equality
8. Accommodate disabilities
9. Hold people accountable
10. Factor in costs and time restraints

TYPES OF DIVERSITY IN THE WORKPLACE YOU NEED TO KNOW

C OGNI TI VE DI SAB I LI TI ES - Cognitive disabilities, also known as intellectual functioning, are

recognized by the EEOC when an individual meets these criteria:

 Intellectual functioning level (IQ) below 70-75

 Significant limitations in adaptive skills — the basic conceptual, social and practical skills needed
for everyday life
 Disability began before age 18
Different functioning may affect an individual’s memory, problem-solving abilities, attention, communication,
linguistics, as well as verbal, reading, math and visual comprehension. However, having an intellectual
disability does not mean the person is not capable of great success as an employee. Some of the
most famous and successful people in the world have cognitive disabilities ranging from Dyslexia, ADHD
and Dyspraxia. To name a few: Satoshi Tajiri, the creator and designer of Pokemon, has Asperger's
Syndrome; Bill Gates, the founder of Microsoft, has Dyslexia; Emma Watson, famous actress and activist,
has ADHD.

P HY SI CA L AB ILI TI ES & D IS ABI LITI ES - Hiring individuals with varying disabilities and
experiences will not only help your team build a more diverse and inclusive environment, but bring unique
perspectives and ideas to help your company reach a wider market of customers and clients. Start by
checking how your company stands against the national Disability Equality Index. Also, consider some of
these simple ways to boost disability inclusivity at your office and throughout your hiring process:
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 Establish an Employee Resource Group (ERG)

 Offer comprehensive health benefit packages
 Partner with disability advocacy groups
 Design your website and application process with accessibility in mind
 Create an internship program for people with disabilities

ME NTAL HEA LTH - Employee wellness is becoming a major trend in the HR space, but too often
mental health is left out of the conversation. Without the support and resources to seek and receive the
help employees need, companies may see an increase in absenteeism, work-family conflict, increased
mental health and behavioral problems and even higher turnover rates.

N EUR ODI VER SI TY - Neurodiversity, as defined by the National Symposium on Neurodiversity ―is a
concept where neurological differences are to be recognized and respected as any other human variation.
These differences can include those labeled with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity
Disorder, Dyscalculia, Autistic Spectrum, Tourette Syndrome, and others.‖

P ER S ONA LI TY & TH OU GH T-S TYLE - Bringing a variety of different personalities and thought-
styles into a workplace can bring both stressful situations and genius creativity. To avoid the former,
companies opt for hiring for culture fit, which consequently halt's the latter. Instead, companies should hire
for culture add in pursuit of diverse personalities that work well together and challenge one another’s ideas
and thoughts.

C ULTU RA L BAC K GR OUN D - There are a number of factors that make up different cultures,
including traditional food, language, religion and customs. Cultural differences can bring a wealth of
learning opportunities as well as some complicated challenges and barriers among employees who are
unfamiliar or uncomfortable with one another’s unique cultures.

GE OGRA PHI CA L LOCA TI O N - Geographical location plays a major role in the culture, language,
education, social roles, socioeconomic status, beliefs and ideologies with which a person is accustomed.
Keep in mind that just because an individual lives in a particular location now, doesn’t mean they’ve always
lived there. It’s important to get to know your candidates’ and colleagues’ rich history to better understand
their unique experiences in life prior to working with you.

LAN GUA GE , LI N GUI S TIC S & AC CE N TS - A ccents reflect the different ways individuals
pronounce certain words within a language and such differences can lead to accent bias or perception,
where people judge or discriminate against an individual’s intelligence and abilities simply by the way they
pronounce certain words. Individual’s may also have an affinity for people who have a similar accent to
their own. Understanding different accent biases will help you and your team to identify your own biases
and challenge them when you meet people from different language backgrounds.
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E THNI CI TY - Ethnicity is associated with culture, history, nationality, heritage, dress, customs,
language, ancestry and geographical background. Common examples of ethnicity include: Hispanic or
Latinx, Irish, Jewish, or Cambodian.

R ACE - Unlike ethnicity, race is biologically determined. Examples of race include: White, Black or
African American American, Indian or Alaska Native, Asian, Native Hawaiian or Other Pacific Islander.
Nadra Kareem Nittle provides a clear example of race versus ethnicity for Thought Co. stating that, ―Race
and ethnicity can overlap. For example, a Japanese-American would probably consider herself a member
of the Japanese or Asian race, but, if she doesn't engage in any practices or customs of her ancestors, she
might not identify with the ethnicity, instead considering herself an American.‖

C ITI ZE NSH IP S TA TU S - In 1986, the Immigration Reform and Control Act (IRCA) was passed,
making it illegal for employers to discriminate against candidates and employees when recruiting, referring,
hiring or firing individuals based on their citizenship or immigration status. Even with such laws in place,
citizenship status alone can play a significant role in foreign-born workers' ability to get a job or break
past stereotypes related to immigrants and citizenship status.

A GE - At any given time, there are several generations employed in the workforce. Each generation has
its own distinct differences defined by the time period people were born and the unique social, political and
economic changes that occurred during their upbringing. In the workforce, such differences can pose
challenges for individuals among generations. These challenges can turn into an unconscious bias known
as ageism. Ageism in the workplace is defined as the tendency to have negative feelings about another
person based on their age. Stereotypes of different generations contribute to this bias. For example, baby
boomers are seen as workaholics, Generation Xers are risk takers, millennials care about meaningful work
and now Generation Zers ghost employers and seek job security. Such stereotypes can lead employers
and colleagues to believe there are skills gaps and life milestones (like having children or retiring) that may
affect certain age groups from excelling at their company.

FA MI LY & U PBRI N GIN G - Family has a significant impact on every individual’s life. It plays a role in
a person's upbringing and provides support throughout an individual’s life. While some families are
biologically related, others are chosen.

I DE OLOGIE S - Ideologies are the conceptions an individual, group or culture have about different
aspects of life. Most people have distinct economic, political and religious ideologies that are influenced by
the people in their family, their upbringing, geographical location and education. Ideologies play a part in
how often and comfortable employees share their opinions with colleagues.

MORA LS - Morals reflect an individual’s beliefs for acceptable thoughts and behaviors. Morals tend to
reflect an individual’s upbringing, family, life experiences, income, ideologies, cultural background,
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citizenship status, privilege, personalities, socioeconomic status, social roles, as well as social, religious,
political and worldly beliefs.

S OCI AL R OLES - Social roles are constructs that are influenced by certain demographics of an
individual, such as age, behavior, gender and culture. A common example is that of gender roles, which are
assigned to individuals the moment their sex is identified and have unique precepts that vary by culture.

GE ND ER ID EN TI TY - Gender roles are social constructs that vary by different cultures and are
assigned to individuals at birth based on their biological sex. Once a child is assigned their gender, they are
more or less segregated into either the male or female gender binaries. Rather than these distinct binaries,
popular belief finds that there is a spectrum of gender identities that may or may not correspond to the
individual’s sex assigned at birth. A few common non-binary gender identities include: non-binary,
transgender, gender-transition, gender queer, gender fluid and demigender, however there is a long list of
other non-binary identities you should learn about. There are also ungender identities, such as agender,
non-gendered, genderless and gender-free.

GE ND ER E XPR E SS I ON - Gender expression, which may be different from an individual’s sex or

gender identity, refers to the external appearance of an individual’s gender identity. Gender expression may
be interpreted through clothing, hair, makeup, voice, behavior, mannerisms, interests and preferred
pronouns. Again, because you cannot assume an individual's gender even based on their gender
expression, it's important to ask for their preferred pronouns.

S E XUA L OR IEN TA TI ON - Sexual orientation is also different from gender identity, gender expression
and biological sex. Sexual orientation is defined by the Human Rights Campaign as ―an inherent or
immutable enduring emotional, romantic or sexual attraction to other people.‖ Common sexual orientations
include heterosexual, gay, lesbian, bisexual, asexual, pansexual and questioning.

E DUC ATI ON - Education varies greatly by location, school and teacher, and can be heavily influenced
by national, state and district laws and requirements. This means that no single individual will have the
exact same education. Some companies no longer require candidates to complete a Bachelor’s or Master’s
degree to compete for a role. Instead, companies are focusing on experiences, as well as hard and soft
skills to qualify candidates. Additionally, removing education requirements allows candidates with more
diverse, non-traditional backgrounds to apply.

I NC OME - Income plays a major role in every individual’s life starting from the day they are born and
throughout their upbringing, professional career and into retirement. Income can be affected by
geographical location, taxes, family, education, skills and socioeconomic background. Unconscious
biases related to an individual's age, gender, gender identity and expression, sexual orientation, race,
ethnicity and privilege can also affect their income.
.
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S OCI OEC ON OMIC S TA TU S - Socioeconomic status (SES) is the measurement and categorization
of people based on their education, income and occupation. It is also a strong indicator of privilege, as well
as the opportunities and resources an individual has access to in order to excel at school and work.

LI FE EX PE RI ENC ES - Life experiences encompass all of the unique work, education, military, private
and public occurrences an individual undergoes throughout their life that contributes to who they are, how
they view the world and how they interact with others.

P RI VI LE GE
Privilege refers to social power that can be inhibited or compounded based on an individual’s sex, gender
identity, race, ethnicity, religion, age, citizenship status, socioeconomic status, social role, cultural
background and disability status. Privilege can affect a person’s ability to obtain certain levels and quality of
education, jobs, higher income and opportunities throughout life.

M AR ITA L STATUS - Marriage is a major event for many people. Not only that, but getting married,
divorced, separated or becoming widowed can alter an individual’s beliefs, geographical location, income,
parental status, family, citizenship status, socioeconomic status, privilege, family and even
behaviors. Similar to gender bias, marital status bias can prevent highly qualified individuals from getting a
job or excelling in their career.

P AR EN TA L S TA TU S - While parental status can affect both mothers and fathers, in particular,
pregnant women, working mothers and women of childbearing age face a motherhood penalty or maternal
wall. Stereotypes related to a woman’s role and needing time off after childbirth and for childcare often
place women at a disadvantage in their careers compared to men and fathers. Not only that, but female
candidates are more likely to be asked questions about their parental plans and responsibilities during an
interview. Even though discriminating against parents and pregnant people is illegal, inquiring about a job
seeker’s parental status technically isn’t illegal.

MI LI TA RY EX PE RI ENC E - Military veterans offer a wealth of skills, knowledge and experience,

making them exceptional contributions to any role or company. However, many employers are unfamiliar
with military culture, experiences or common military language, which may make it difficult for them to
understand the value such individuals can bring to a company.

C RI MIN AL B ACK GR OUND - The unemployment rate for people ages 25-44 who have formerly been
incarcerated is more than five times higher than the national average. These individuals are in their prime
working age but are struggling to find a company that will hire them with a criminal background. And while
some states provide incentives by offering tax breaks for companies that hire candidates with felony
convictions, other states allow employers to require criminal history on job applications, perpetuating issues
of social bias.
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P OLI TIC AL BE LI E FS - There are a lot of different opinions on how, when and if politics should be
allowed in the workplace. For some, such discussions are a great way to connect with and engage in
stimulating conversations unrelated to work. However, when colleagues have radically different political
affiliations and views, controversy can erupt, making the workplace uncomfortable at best and unbearable
at worst.

R E LI GI OUS & S PIR I TUA L BE LI E FS - Whether or not people discuss their religious affiliations at
work, it’s important to create a workplace that is understanding and accepting of everyone’s beliefs, even if
they are different from one another.

WOR K E XP ER IEN CE S - There’s no doubt that every single workplace is different. Every company
has their own unique mission, core values, policies, culture and benefits, which vary by region, industry,
size and employer.

S KI LLS - Skill set is a less obvious type of diversity, but one that is hugely important to the recruitment
process. Depending on their professional history, candidates will have a particular skill set. However, based
on their personal experiences and background, they’ll have a vastly different set of strengths that can
benefit your business and culture.

We had just finished the discussion on the introduction of Diversity. Let’s now move on
to the next higher level of activities or exercises that demonstrate your potential
skills/knowledge of what you have learned.
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V. ANALYSIS, APPLICATION AND EXPLORATION:

Name: ____________________________________ Date: _____________________

Year and Section: ___________________________ Score: ____________________

Identification: Choose only the letter of the best answer.

1. Diversity is a set of conscious practices that involve:

A. Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
B. Practicing mutual respect for qualities and experiences that are different from our own.
C. Understanding that diversity includes not only ways of being but also ways of knowing.
D. All of the above
2. Diversity builds alliances across differences so that we can work together to eradicate all forms of
discrimination.
A. True
B. False
3. What is equality in the workplace?
A. Equality aims to ensure that all individuals have equal opportunities to succeed.
B. Equality is about appreciating differences between individuals.
C. Equality ensures that each of the varying attributes and characteristics are valued.
D. Equality understands interdependence of humanity, cultures and the natural environment.
4. What are the benefits of diversity in the workplace for employees?
A. Diversity helps reduce conflicts between and among the team members.
B. Diversity reduces confidence and performance from individual team members
C. Employees are far more likely to perform less in an environment closer to their colleagues.
D. Diversity will often separate people with different purposes.

5. What are the benefits of diversity in the workplace for employers?

A. Employees who feel included and wanted will be less engaged and motivated to do well.
B. A more engaged team will often yield worse team performance; making it a win-loss for employers
C. Diversity in the workplace thwarts a great reputation for the company.
D. Diversity in the workplace will often result in a much broader spectrum of creativity, from people with
different backgrounds, skills and experiences.
6. A company which had been applauded for its unbiased approach to both graduate recruitment and more
senior hiring - allowing managers to recommend individuals through their own app.
A. Marriott Hotel
B. AT&T
C. Accenture
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D. Petron

7. A hospitality management company that recently launched Serve 360 plan and invested $5m in order
for women, people with disabilities, veterans, refugees and more to learn hospitality skills.
A. Hyatt International
B. Inter-Continental
C. Marriott
D. Radisson

8. Which of the following are the challenges of diversity in the workplace?

A. Communication barriers
B. Resistance to change
C. Employee requirements
D. All of the above

9. How to promote diversity in the workplace?

A. Identify the problems
B. Involve the whole team
C. Offer training programs
D. All of the above

10. The creator and designer of Pokemon who has Asperger's Syndrome.
A. Satoshi Tajiri
B. Emma Watson
C. Bill Gates
D. Abraham Lincoln

Finally, let’s WRAP UP the lesson regarding what we had discussed today!
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VI. GENERALIZATION:

Name: ____________________________________ Year and Section: _________________

Direction: Briefly answer the following questions.

1. What is the importance of diversity in the workplace?

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

2. Describe the components of diversity in the workplace?

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

GOOD JOB!

You have come to an end of Module 1.

OOPS! By the way, you still have an assignment to do. Here it is…
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VII. ASSIGNMENT:

Name: ____________________________________ Date: _____________________

Year and Section: ___________________________ Score: ____________________

Identification. Choose only the letter of the correct answer.

1. Hiring individuals with varying disabilities and experiences will not only help your team build a more
diverse and inclusive environment, but bring unique perspectives and ideas to help your company reach a
wider market of customers and clients.
A. True
B. False
2. Employee wellness is becoming a major trend in the HR space and with often discussion about mental
health, companies may see an increase in absenteeism and work-family conflict.
A. True
B. False
3. Neurodiversity, as defined by the National Symposium on Neurodiversity ―is a concept where
neurological differences are to be recognized and respected as any other human variation. These
differences can include:
A. Dyspraxia
B. Dyslexia
C. Dyscalculia
D. All of the above
4. Bringing a variety of different personalities and thought-styles into a workplace can bring both stressful
situations and genius creativity.
A. True
B. False
5. It can bring a wealth of learning opportunities as well as some complicated challenges and barriers
among employees who are unfamiliar or uncomfortable with one another’s unique cultures.
A. Geographical location
B. Cultural differences
C. Language differences
D. Ethnicity
6. It plays a major role in the culture, language, education, social roles, socioeconomic status, beliefs and
ideologies with which a person is accustomed and it is important to get to know your candidates’ and
colleagues’ rich history to better understand their unique experiences in life prior to working with you.
A. Language, linguistics & accents
B. Ethnicity
C. Geographical location
D. Race
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7. It reflects the different ways individuals pronounce certain words within a language and such differences
can lead to accent bias or perception, where people judge or discriminate against an individual’s
intelligence and abilities simply by the way they pronounce certain words.
A. Language
B. Linguistics
C. Accents
D. Ethnicity
8. Hispanic or Latinx, Irish, Jewish, or Cambodian are common examples of:
A. Race
B. Citizenship
C. Culture
D. Ethnicity
9. It is biologically determined and examples may include: White, Black or African American, American
Indian or Alaska Native, Asian, Native Hawaiian or Other Pacific Islander.
A. Ethnicity
B. Race
C. Citizenship
D. Nationality
10. In 1986, __________ was passed, making it illegal for employers to discriminate against candidates
and employees when recruiting, referring, hiring or firing individuals based on their citizenship or
immigration status.
A. The Immigration Law
B. The Immigrant Control Act
C. The Immigration Reform and Control Act
D. The Immigrant Reform Law

After your long journey of reading and accomplishing the module, let
us now challenge your mind by answering the evaluation part of this module.
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VIII. EVALUATION:

Name: ____________________________________ Date: _____________________

Year and Section: ___________________________ Score: ____________________

MULTIPLE CHOICE. Encircle the letter of the correct answer.

1. It refers to the long-standing traits and patterns that propel individuals to consistently think, feel and
behave in specific ways.
A. Behaviour
B. Attitude
C. Personality
D. Culture

2. It is a reality created by individuals and groups from a broad spectrum of demographic and philosophical
differences.
A. Culture
B. Environment
C. Diversity
D. Humanity

3. Diversity is a set of conscious practices that involve:

A. Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
B. Practicing mutual respect for qualities and experiences that are different from our own.
C. Understanding that diversity includes not only ways of being but also ways of knowing;
D. All choices are correct.

4. Equality aims to ensure that all individuals have equal opportunities to succeed, and it prevents
individuals from being discriminated against or treated differently due to certain personality or physical
characteristics.
A. Diversity
B. Equality
C. Employability
D. Humanity

5. It pertains to the benefit of diversity in the work place where employees are far more likely to perform
well in an environment where diversity and inclusion are top priority.
A. Boosting employee engagement
B. Conflict reduction
C. Increased confidence
D. Increased range of ideas
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6. It pertains to the benefits of diversity in the workplace for employers wherein it helps build a great
reputation for the company, especially important when hiring and retaining talent.
A. Increased employee engagement
B. Boosts company reputation & simplifies recruitment processes
C. Wider talent pool to choose from
D. Reduce employee turnover

7. It is also known as intellectual functioning when an individual functioning level of IQ is below 70 – 75,
has significant limitations in adaptive skills and the disability began before age 18.
A. Physical abilities and disabilities
B. Mental disabilities
C. Cognitive disabilities
D. Neurodiversity

8. A concept where neurological differences are to be recognized and respected as any other human
variations that include those labeled with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder,
Dyscalculia, Autistic Spectrum, Tourette Syndrome, and others
A. Neurodiversity
B. Personality & Thought Style
C. Cultural background
D. Geographical location

9. It is associated with culture, history, nationality, heritage, dress, customs, language, ancestry and
geographical background
A. Race
B. Citizenship
C. Age
D. Ethnicity

10. These are the conceptions an individual, group or cultures have about different aspects of life.
A. Morals
B. Social roles
C. Ideologies
D. Sexual orientation

CONGRATULATIONS on reaching the end of this module! You

may now proceed to the next module. Don’t forget to submit all the
exercises, activities, portfolio, etc. during face to face.