Leading Toward Inclusion

One of the core commitments of Raymond James is to make our workplace a

trusting environment so that we can bring our full and authentic self to work. By
engaging in ongoing dialogue, we are building trust, encouraging compassion and
open-mindedness, and reinforcing our commitment to a culture of inclusion
across our rm where we can all feel heard, valued, and respected—unleashing the
power of perspectives, and unique talents to drive growth, improvement, and
exceptional results.

Introduction

What is Diversity?

Why Build A Diverse Workforce?

What is Inclusion?

Barriers to Inclusion

Understanding Bias

Managing Bias
Section 1 of 10

Introduction

At Raymond James, we de ne diversity as the presence of 

unique voices, perspectives, and talents. We de ne inclusion as
inviting and valuing all voices and perspectives to achieve
business goals.
Pedro Suriel, VP, Diversity and Inclusion

Objectives
After completing this course you will be able to:

De ne diversity and inclusion.

Recognize barriers to inclusion.

Utilize strategies to overcome barriers to inclusion. 

Recognize forms of bias and methods to mitigate them. 

Identify methods to support diversity and inclusion in the workplace. 

Complete the content above before moving on.

Section 2 of 10

What is Diversity?

Diversity is the art of thinking independently, together. 

~Malcolm Forbes

What is Diversity?
Diversity is the presence of unique voices, perspectives, and talents.

The word diversity commonly brings to mind categories such as age, gender, religion, race,
ethnic background, and sexual orientation. People often think the term refers just to these
areas. But diversity is broader than these categories. 
Section 8 of 10

Resources

Let’s come together to make good on the inherent promise that

all of our associates should be able to bring their best selves to
work and unleash their full potential. By working together
toward diversity and inclusion within our workplace, industries,
and community, we can cultivate meaningful change for our
society.
Section 10 of 10

Assessment

Minimum Score Needed:

80%
Instructions

For each question, select the correct answer(s) and click the Submit button.

Answer all 10 questions to complete the assessment.

To begin the assessment, click the Begin Assessment link below.

Note: You must complete all ten questions in one session. You will need to restart the assessment if
you exit before completing.
Question

01/10

Which is the correct de nition of diversity here at Raymond James?

Diversity is the presence of unique voices, perspectives, and talents.

Diversity is hiring people from different backgrounds.

Diversity is forming work teams with associates from different departments.

Diversity is making sure everyone on the team feels included.

Question

02/10

Which is the correct de nition of inclusion here at Raymond James?

Inclusion is inviting and valuing all voices to achieve business goals.

Inclusion is hiring people from different backgrounds.

Inclusion is when associates work independently on projects.

Inclusion is when an associate chooses not to discuss their experiences.

Question

03/10

Match the barrier to inclusion with its correct de nition.

Associates may prefer being around

Changing appearance
others most like themselves.

Associates may unconsciously

A liation
stereotype coworkers.

Associates may alter their clothes,

Inertia
mannerisms, hairstyles, or identity.

When associates' attitudes in uence

Bias the judgments they make during
situation evaluation.

When people evaluate a person's

Advocacy actions on the basis of a liations
rather than merit.
Question

04/10

Which of the following are strategies that can be used to overcome barriers to
inclusion?

Communicate 

Accommodate needs 

Seek to understand by asking questions

Include remote workers

Question

05/10

Match the bias with its correct de nition.

When associates gravitate toward

Attribution/self-serving people similar in appearance, beliefs,
and background.

Overlook other information and

Anchoring instead focus on things that t
current view.

Attribute accomplishments to skill,

Recency
and failures to external factors.

Most easily remembering something

A nity that happened recently, instead of
past actions.

Rely too much on the rst

Con rmation information found when making
decisions.
Question

06/10

Match the PAUSE Model level with the example of how you can use it to
mitigate bias.

When experiencing a strong

E—Examine Options emotional reaction, pay attention to
your own reactions.

Make a distinction when your brain

U—Understand Perspective makes a decision on your behalf,
without permission.

Understand that our brains store

P—Pay Attention information and we use that to make
sense of the world.

Be open to asking diverse types of

A—Acknowledge Assumptions people for their opinion, thoughts or
background.

Re ect on what you have learned and

S—Seek Di erent Perspectives use that to make a conscious,
objective decision.
Question

07/10

Which of the following are advantages of diversity and inclusion in the

workplace?

Increased pro tability and creativity

Stronger governance

Better problem solving abilities

Greater independence among associates

Question

08/10

Select the ways you can support diversity in the workplace.

Be aware 

Communicate 

Encourage participation

Encourage independence

Mix-up your teams

Question

09/10

Which of the following are categories of diversity in the workplace?

Ethnic background

Personality type

Industry Experience

Learning type
Question

10/10

Jolene has the following assumptions about diversity and inclusion at work.
Which ones would create a positive and innovative workplace?

Diversity is the same as inclusion.

Everyone on the team should feel comfortable talking about their experiences. 

The unique life experiences associates have are important and should be shared. 

Learning type is not an important aspect of workplace diversity.