Senior Professional in Human Resources (SPHR) Certification Practice Exam

When assessing EEO-1 reports regarding the demographics of new hires, the focus is primarily on surface-level diversity. This form of diversity encompasses observable characteristics such as race, ethnicity, gender, age, and physical abilities. These attributes are typically the first indicators of diversity within an organization and are easily quantifiable, making them central to items reported in EEO-1 submissions.

Surface-level diversity is important for compliance with equal employment opportunity regulations and helps organizations monitor and address representation gaps. By analyzing this data, organizations can take measures to promote inclusiveness and equitable hiring practices.

The other types of diversity mentioned do not align with the nature of the data provided in EEO-1 reports. Deep-level diversity, for example, refers to the differences that are not immediately visible, such as values, beliefs, and personality traits, which are not captured in EEO-1 data. Trait-based diversity might involve more specific psychological traits, while biological diversity pertains to genetic differences, neither of which is relevant in the context of demographic data for new hires. Therefore, the correct focus on surface-level diversity in this context supports organizational understanding and management of diversity practices effectively.