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LDR-202S 2024 UPDATE COMPREHENSIVE QUESTIONS AND CORRECT ANSWERS EXAM PREPARATION [GET IT RIGHT] GRADE A+,,,Alpha $22.99
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LDR-202S 2024 UPDATE COMPREHENSIVE QUESTIONS AND CORRECT ANSWERS EXAM PREPARATION [GET IT RIGHT] GRADE A+,,,Alpha

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LDR-202S 2024 UPDATE COMPREHENSIVE QUESTIONS AND CORRECT ANSWERS EXAM PREPARATION [GET IT RIGHT] GRADE A+,,,Alpha

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LDR-202S 2024 UPDATE COMPREHENSIVE
QUESTIONS AND CORRECT ANSWERS EXAM
PREPARATION [GET IT RIGHT] GRADE A+

Which office works in conjunction with the military services and the civilian community to
develop and implement innovative prevention and response programs?
DoD Sexual Assault Prevention and Response
Any military member or civilian employee who deliberately makes unwanted verbal
comments, gestures, or physical contact of a sexual nature in the workplace is engaging in
which of the following?
Sexual harassment
Which of the following works in conjunction with the military services and the civilian
community to develop and implement innovative prevention and response programs?
The DoD Sexual Assault Prevention and Response Office
Which of the following is a form of sex discrimination that involves unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature?
Sexual harassment
Which of the following reporting option initiates an official investigation and command
notification in addition to healthcare, victim advocacy, and legal services?
Unrestricted reporting
An Expedited Transfer, in conjunction with this type of report, provides victims the option
of a PCS or a temporary or permanent PCA to a location that will assist with the
immediate and future welfare of the victim, while also allowing them to move to locations
that can offer additional support to assist with healing?
Unrestricted report
Which of the following is a process used by a service member to report or disclose he or she
is the victim of a sexual assault to specified officials on a requested confidential basis?
Restricted reporting
The decision-making our brains make about what is safe or not, appropriate or not, and so
on. An automatic process often countered consciously afterwards with facts, experiences,
and knowledge we have gained
Unconscious bias
According to the Special Case Study, Proven Strategies for Addressing Unconscious Bias in
the Workplace, what is the first step in tackling workplace bias?
Provide an open channel of communication for employees
According to the Proven Strategies for Addressing Unconscious Bias in the Workplace,
which of the following should be used since different departments might have different
issues?
Ensure anonymous employee surveys are conducted company-wide
Which of the following best identifies attitudes and biases beyond our regular perception of
ourselves and others?
Hidden beliefs

, Words like discrimination, oppression, dominance, subordination, heterosexism, racism, or
male privilege are defined as which of the following?
Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for
testing one's own Unconscious Bias?
Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity?
Human being need bias to survive
Having a sense of familiarity or a background of comfort of one person during a job
interview is an example of which of the following?
Affinity bias
Which of the following best identifies Micro-Affirmations?
Apparently small acts that are ephemeral and hard-to-see
One example of how the Organizational Unconscious can have a negative impact on the
workplace is:
Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide?
Danger detector
Also called like-likes-like, this bias refers to our tendency to gravitate toward people
similar to ourselves. That might mean hiring or promoting someone who shares the same
race, gender, age, or educational background.
Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more than
men, and starts at younger ages.
Ageism
Because some people see women as less competent than men, they may undervalue their
accomplishments and overvalue their mistakes.
Attribution Bias
Judging people, especially women, based on how attractive you think they are. People
perceived as attractive can be viewed more positively and treated more favorably
Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold.
Confirmation Bias
Evaluating the performance of one person in contrast to another because you experienced
the individuals either simultaneously or in close succession.
The Contrast Effect
Preferring one gender over another or assuming that one gender is better for the job.
Gender Bias
The tendency to put someone on a pedestal or think more highly of them after learning
something impressive about them, or conversely, perceiving someone negatively after
learning something unfavorable about them.
The Halo/Horns Effect
When you judge a person based on their name and perceived background. This is
especially important when reviewing resumes.
Name Bias

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