Diversity, Inclusion and Harassment Policies Previous Year Questions (PYQs) for XAT: 2+ Solved Questions with Step-by-Step Solutions

    Solve 2+ Diversity, Inclusion and Harassment Policies previous year questions for XAT with answers and detailed solutions. Free sample questions below.

    Chapter Roadmap: Diversity, Inclusion and Harassment Policies

    Chapter Journey: Diversity, Inclusion and Harassment Policies
    Phase 1: Harassment Complaints and Adjudication Current Focus
    Navigating the procedural and ethical complexities of workplace harassment claims, ensuring safety and fairness.
    Phase 2: Diversity Hiring and Inclusion Strategies
    Building a representative workforce and fostering a genuinely inclusive culture beyond mere compliance.

    The Core of Adjudication: Safety and Fairness

    When a harassment complaint arises, the workplace is no longer just a business environment; it is a space where someone's dignity and safety are at stake.
    The adjudicator's primary goal is to ensure a fair, safe, and impartial process.
    Complainant's Right
    To work in an environment free from fear, intimidation, or hostility.
    Accused's Right
    To a fair, unbiased hearing and the presumption of innocence until the process concludes.
    Understanding this delicate balance is your first step to mastering decision-making in harassment adjudication.

    Diversity, Inclusion and Harassment Policies: Solved Questions with Step-by-Step Explanations (2 Problems)

    Question 1 · Decision Making (DM) MCQ
    Common Description: In recent years, complaints of sexual harassment at “Fair Consulting” had increased exponentially. Fair Consulting had a gender-neutral, anti-sexual harassment policy and a committee to adjudicate on complaints.
    During the hearing of complaints, allegations and counter-allegations would y thick and fast. This made it di cult for the adjudicating committee to conclusively decide on the complaints. The CEO of Fair Consulting wanted the adjudicating committee to reduce the number of errors while deciding on sexual harassment complaints. The employees suggested that the committee could do the following to reduce errors in judgment.
    1. Listen to the arguments of both the complainant and the accused together
    2. Listen to the arguments of both the complainant and the accused separately
    3. Involve a member of women’s commission
    4. Take the help of a retired judge
    5. Hire a forensic expert to verify evidences
    From the following, choose the MOST effective sequence that would help the committee to arrive at the right decision.
    1. A.

      2, 4, 1

    2. B.

      1, 2, 4

    3. C.

      2, 1,5

    4. D.

      2, 3, 4

    5. E.

      1, 2, 3

    Correct Answer:

    C

    Step-by-Step Solution

    Key idea: This is a sequential optimization question in adjudication, recognizable because it asks for the "MOST effective sequence" of actions to reduce errors in judgment.

    Step 1: Identify the goal. Reduce errors in judgment when allegations and counter-allegations fly thick and fast.

    Step 2: Evaluate the first step. Listening to parties together (1) first can lead to intimidation, talking over each other, and muddled facts. Listening separately (2) first ensures each party can state their case without pressure or influence. So, 2 must come before 1.

    Step 3: Evaluate the middle step. After gathering separate accounts, bringing them together (1) allows for clarification, cross-examination, and resolving contradictions in a controlled environment.

    Step 4: Evaluate the final step. Once the testimonies are recorded, bringing in a forensic expert (5) to verify the physical or digital evidence objectively solidifies the facts before a final decision.

    Step 5: Check the sequence. 2 (separate), then 1 (together), then 5 (expert verification) forms a logical, error-reducing progression.

    Answer: C

    Question 2 · Decision Making (DM) MCQ
    Common Description: Arti, CEO of an FMCG company, was under pressure from the Board of Governors(BoG) to increase diversity in the workforce. The board wanted the company to hire candidates with vision impairment*, as it believed that they contributed to organizations in many unique ways.
    The CEO was apprehensive of hiring visually impaired candidates; she was not sure about the feasibility of accommodating them in the current setting. Moreover, Arti was unsure as to how the visually impaired could contribute meaningfully to the organization.(* A person, with a vision impairment in a range of 60-100 percent, is referred to as a visually impaired person. A person with 100 percent vision impairment cannot see at all.) Suresh refuses to be served coffee by visually impaired baristas, but he does believe in donating to the visually impaired. The following statements could explain why Suresh does not want to be served by visually impaired baristas.
    1. He thinks that visually impaired are ine cient at serving coffee.
    2. His parents have taught him to donate, instead of accepting services from challenged individuals.
    3. He believes that his refusal to be served will have adverse consequences.
    4. He feels joyous amongst visually impaired; sharing his life and caring for them.
    From the following, choose the option that BEST explains Suresh’s biased behaviour
    1. A.

      1,3,4 Only

    2. B.

      1,2,4 Only

    3. C.

      1,2,3,4

    4. D.

      1,2 Only

    5. E.

      2,3,4 Only

    Correct Answer:

    D

    Step-by-Step Solution

    Key idea: This is a behavioral root cause analysis question, recognizable because it asks to explain a contradictory behavior (donating vs. refusing service) using a list of potential motives.

    Step 1: Analyze the behavior. Suresh donates (charity model, top-down) but refuses service (rejects peer/equal professional interaction).

    Step 2: Evaluate Statement 1. Believing they are inefficient is a classic negative stereotype that directly explains refusing their professional service. This is valid.

    Step 3: Evaluate Statement 2. Being taught to donate rather than accept services reinforces the charity model. It explains why he prefers giving money over engaging in a normal customer-service dynamic. This is valid.

    Step 4: Evaluate Statement 3. Believing refusal will have adverse consequences would logically discourage refusal, not explain it. This is invalid.

    Step 5: Evaluate Statement 4. Feeling joyous and caring for them is a positive sentiment that contradicts the biased refusal to be served. While paternalistic, it doesn't directly explain the refusal as well as 1 and 2 do.

    Step 6: Conclude. Statements 1 and 2 best explain the biased behavior.

    Answer: D

    More previous year questions (pyqs) in this unit

    chapter
    Diversity, Inclusion and Harassment Policies Previous Year Questions (PYQs) for XAT: 2+ Solved Questions with Step-by-Step Solutions

    Solve 2+ Diversity, Inclusion and Harassment Policies previous year questions for XAT with answers and detailed solutions. Free sample questions below.

    A question from this chapter

    Question 1
    Common Description: In recent years, complaints of sexual harassment at “Fair Consulting” had increased exponentially. Fair Consulting had a gender-neutral, anti-sexual harassment policy and a committee to adjudicate on complaints.
    During the hearing of complaints, allegations and counter-allegations would y thick and fast. This made it di cult for the adjudicating committee to conclusively decide on the complaints. The CEO of Fair Consulting wanted the adjudicating committee to reduce the number of errors while deciding on sexual harassment complaints. The employees suggested that the committee could do the following to reduce errors in judgment.
    1. Listen to the arguments of both the complainant and the accused together
    2. Listen to the arguments of both the complainant and the accused separately
    3. Involve a member of women’s commission
    4. Take the help of a retired judge
    5. Hire a forensic expert to verify evidences
    From the following, choose the MOST effective sequence that would help the committee to arrive at the right decision.
    Question 2
    Common Description: Arti, CEO of an FMCG company, was under pressure from the Board of Governors(BoG) to increase diversity in the workforce. The board wanted the company to hire candidates with vision impairment*, as it believed that they contributed to organizations in many unique ways.
    The CEO was apprehensive of hiring visually impaired candidates; she was not sure about the feasibility of accommodating them in the current setting. Moreover, Arti was unsure as to how the visually impaired could contribute meaningfully to the organization.(* A person, with a vision impairment in a range of 60-100 percent, is referred to as a visually impaired person. A person with 100 percent vision impairment cannot see at all.) Suresh refuses to be served coffee by visually impaired baristas, but he does believe in donating to the visually impaired. The following statements could explain why Suresh does not want to be served by visually impaired baristas.
    1. He thinks that visually impaired are ine cient at serving coffee.
    2. His parents have taught him to donate, instead of accepting services from challenged individuals.
    3. He believes that his refusal to be served will have adverse consequences.
    4. He feels joyous amongst visually impaired; sharing his life and caring for them.
    From the following, choose the option that BEST explains Suresh’s biased behaviour
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