BUS5116 Leading Organizations Unit 7 Graded Quiz — 25 Q&A
Verified Answers 2025
Course:
BUS5116 Leading Organizations — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Graded Quiz Solutions — 25 Q&A with Verified Answers
BUS5116 Unit 7 Graded Quiz — Diversity, Equity, and Inclusion
25 Questions with Verified Answers | Score: 96/100
Question 1:
Which of the following best distinguishes deep-level diversity from surface-level diversity in the
workplace?
A) Deep-level diversity refers to easily observable characteristics like race and gender, while
surface-level diversity involves differences in tenure.
B) Deep-level diversity involves differences in values, personality, and work preferences that
become apparent over time, while surface-level diversity consists of immediately observable
demographic traits.
C) Surface-level diversity is more critical for long-term team cohesion than deep-level diversity.
D) Surface-level diversity affects cognitive problem-solving, whereas deep-level diversity only
impacts social integration.
Answer: B
Explanation:
Surface-level diversity includes observable traits such as age, gender, and ethnicity, which often
shape initial impressions. Deep-level diversity encompasses underlying attributes like values,
attitudes, and beliefs, which take time to discover but are stronger predictors of long-term team
performance and cohesion than surface-level traits.
, Question 2:
When building the "business case" for Diversity, Equity, and Inclusion (DEI), which of the following
is an empirically supported organizational benefit?
A) Decreased need for conflict resolution mechanisms
B) Faster consensus-building in the initial stages of team formation
C) Enhanced innovation and improved financial performance due to varied perspectives
D) Lower initial training costs for new employees
Answer: C
Explanation:
A strong DEI business case rests on the evidence that diverse teams drive innovation, capture
wider market shares, and improve overall financial performance by avoiding groupthink. While
diverse teams may initially experience slower consensus-building and require more conflict
resolution due to differing viewpoints, the long-term strategic advantages far outweigh these
short-term costs.
Question 3:
A manager notices a new employee from a marginalized background is hesitant to speak up
during meetings. To demonstrate inclusive leadership, which action should the manager take
FIRST?
A) Actively solicit the employee's input during discussions and validate their contributions to foster
a sense of belonging.
B) Assign the employee to a high-profile solo project so they can prove their competence
independently.
C) Privately tell the employee that they must speak up more if they want to be promoted.
D) Speak on behalf of the employee to ensure their perspective is represented without putting
them on the spot.
Answer: A
Explanation:
Inclusive leadership involves actively creating an environment where all members feel valued and
empowered to participate. By intentionally soliciting and validating the employee's input, the
manager builds psychological safety and inclusion. Speaking on their behalf or threatening their
promotion undermines their autonomy and fails to address the root cause of the hesitation.
Question 4:
Verified Answers 2025
Course:
BUS5116 Leading Organizations — University of the People (UoPeople)
Level:
MBA
Year:
2025/2026
Format:
Graded Quiz Solutions — 25 Q&A with Verified Answers
BUS5116 Unit 7 Graded Quiz — Diversity, Equity, and Inclusion
25 Questions with Verified Answers | Score: 96/100
Question 1:
Which of the following best distinguishes deep-level diversity from surface-level diversity in the
workplace?
A) Deep-level diversity refers to easily observable characteristics like race and gender, while
surface-level diversity involves differences in tenure.
B) Deep-level diversity involves differences in values, personality, and work preferences that
become apparent over time, while surface-level diversity consists of immediately observable
demographic traits.
C) Surface-level diversity is more critical for long-term team cohesion than deep-level diversity.
D) Surface-level diversity affects cognitive problem-solving, whereas deep-level diversity only
impacts social integration.
Answer: B
Explanation:
Surface-level diversity includes observable traits such as age, gender, and ethnicity, which often
shape initial impressions. Deep-level diversity encompasses underlying attributes like values,
attitudes, and beliefs, which take time to discover but are stronger predictors of long-term team
performance and cohesion than surface-level traits.
, Question 2:
When building the "business case" for Diversity, Equity, and Inclusion (DEI), which of the following
is an empirically supported organizational benefit?
A) Decreased need for conflict resolution mechanisms
B) Faster consensus-building in the initial stages of team formation
C) Enhanced innovation and improved financial performance due to varied perspectives
D) Lower initial training costs for new employees
Answer: C
Explanation:
A strong DEI business case rests on the evidence that diverse teams drive innovation, capture
wider market shares, and improve overall financial performance by avoiding groupthink. While
diverse teams may initially experience slower consensus-building and require more conflict
resolution due to differing viewpoints, the long-term strategic advantages far outweigh these
short-term costs.
Question 3:
A manager notices a new employee from a marginalized background is hesitant to speak up
during meetings. To demonstrate inclusive leadership, which action should the manager take
FIRST?
A) Actively solicit the employee's input during discussions and validate their contributions to foster
a sense of belonging.
B) Assign the employee to a high-profile solo project so they can prove their competence
independently.
C) Privately tell the employee that they must speak up more if they want to be promoted.
D) Speak on behalf of the employee to ensure their perspective is represented without putting
them on the spot.
Answer: A
Explanation:
Inclusive leadership involves actively creating an environment where all members feel valued and
empowered to participate. By intentionally soliciting and validating the employee's input, the
manager builds psychological safety and inclusion. Speaking on their behalf or threatening their
promotion undermines their autonomy and fails to address the root cause of the hesitation.
Question 4:
