As you read the following statements, take time to honestly reflect on your own patterns of thought and action. Please respond based on your actual behaviour and beliefs, rather than what you think you should say.

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If we continue to use the same criteria of the past to evaluate people today, we risk being biased.
Ignoring the cultural differences of my peers might have a negative impact on how effective we are as a team.
When working with people from different cultures, I stay within "safe" areas of discussion but avoid any topics that could be sensitive.
It doesn't matter if someone is white, black, or gay. But, if all the best candidates are white men, that's who we should hire.
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Trying to make connections in the workplace with employees who have a very different background than mine can be challenging.
It's not my job to "invite" employees who are different from me to make contributions; they should be the ones showing initiative.
If a colleague is quiet, I try to inquire about their perspective rather than leave them alone.
I have reflected on who my "go-to" colleagues are and whether that reveals a preference for people similar to myself.
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It is important to consider the meaning of our words when communicating with someone from a different background.
I am trying to make changes in what I say or do to build a more inclusive workplace.
If a colleague cannot speak the native language fluently, I find it a bit irritating.
We are all biased and need to hold each other accountable for the subtle ways we show preferences for certain kinds of people.
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I prefer to avoid conversations with people who are very different to me as I really dislike filtering what I say.
It is unreasonable to expect me to adapt a changing workplace culture in order to make other people feel better.
The culture and experiences of others may be interesting, but at work we should leave that behind and act consistently as one.
If we wish to make our organization fair for people of all backgrounds, some approaches need to be drastically changed.
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It makes sense that future leaders of my organization are similar to their predecessors.
When people from other cultures express concerns about the workplace, it can feel to me like they are being too sensitive.
If I don't discriminate against others, then I am not biased.
There might be times where long-held ideas should be challenged to create a more inclusive workplace.
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We may need to prioritize the promotion of people of different gender and ethnic background to overcome systemic bias.
I'm more likely to address conflict within my team than to stay out of any problems that arise.
I am not really interested in getting involved with an employee group if I don't match the description (e.g., a man getting involved in a women's network).
I actively seek input from people different from me before making decisions.
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I don't believe I should have to consider cultural differences in behavior; we all just need to behave as the majority of the organization does.
I make it a point to introduce people from under-represented groups to people in my network.
I often dialogue about challenging topics with co-workers that are different from me even when it makes me uncomfortable.
There is no advantage to being a white male in terms of career development at our organization.
Please answer a few questions about yourself.
What is your gender?
Which of the following best describes you?
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