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To recover from a destabilized industry facing a talent tight position, intangible assets such as R&D, ideas, content, data, and most importantly, human capital are the way back.
Belonging-first culture is an emerging field providing means to bind employees to each other, to the organization, and to themselves in ways that would not be achievable through other means, consequently enhancing their performance, engagement, and the furtherment of the mining industry.
Perhaps for the first time in history, leaders are acknowledging the importance of the five key indicators of belonging that will drive their recovery and growth forward. Which are the 5 key indicators?
Which of the following statements are correct?
i. To shift from high-level generalized terminology, behavioral neuroscience reveals key components that fundamentally change the way people think about human capital, the importance of belonging, and the impacts on wellbeing.
ii. Creating a Belonging-First culture is instrumental for attracting, retaining, and developing quality diverse talent.
iii. Structural racism and oppression are driving corporate social justice into new areas of awareness. As social issues become more prevalent, leaders must account for diversity blindness due to the cost associated with unfairness and inequality.
iv. Interrupting patterns of inequity will require critical understanding, key indicators, and insight into whose voice is being heard and driving decisions.
v. Corporate impact will be driven by positive collective intentionality, shared mission, vision and goals, and improved wellbeing for betterment.
vi. Employee impact, performance, engagement, and retention will be directly connected with intersections of identity, career advancement, and belonging metrics.
vii. There are five key indicators that create baseline belonging metrics. Indicators are: comfort, connection, contribution, psychological safety, and wellbeing.