| Question 1: What are some of the methods used by visible minorities when in unfamiliar or majority settings? |
| Reference: | https://www.yesmagazine.org/opinion/2019/12/17/culture-code-switching |
| Choice A: | Assimilation. |
| Choice B: | Denial. |
| Choice C: | Covering. |
| Choice D: | A and B. |
| Choice E: | B and C. |
| Choice F: | A and C. |
| Question 2: Which choice is not a reason why people choose to code-switch? |
| Reference: | https://www.npr.org/sections/codeswitch/2013/04/13/177126294/five- reasons-why-people-code-switch |
| Choice A: | Involuntary response |
| Choice B: | To fit in better with the larger majority group |
| Choice C: | To increase one’s sense of self worth |
| Choice D: | To convey a thought better |
| Question 3: Which of the following statements is FALSE about visibility? |
| Reference: | Settles I, Buchanan NT and Dotson K. Scrutinized but not recognized: (In)visibility and hypervisibility experiences of faculty of color. J Voc Beh 113 (2019): 62-74. |
| Choice A: | Visibility refers to an individual’s sense of being fully recognized and regarded by others. |
| Choice B: | Visibility is the result of a heightened sense of one’s otherness based on their identity and social status and leads to magnification of one’s mistakes. |
| Choice C: | It is common for underrepresented or marginalized individuals to desire to increase their visibility in hopes to gain more influence, recognition and or power. |
| Choice D: | Power is at the core of visibility and invisibility. |
| Question 4: What are some of the dangers of “code-switching” in a professional setting? |
| Reference: | https://psychcentral.com/health/code-switching-what-it-is-and-what-it-costs-us#code- switching-and-mental-health |
| Choice A: | Emotional exhaustion or burnout. |
| Choice B: | Feelings of detachment. |
| Choice C: | Decreased work performance. |
| Choice D: | Decreased sense of accomplishment. |
| Choice E: | High levels of irritability. |
| Choice F: | All of the above. |
| Question 5: Over the 40 year history of AAPM Task Group Reports, what percentage of authors have been male? |
| Reference: | Current Landscape and Trends of Gender Diversity in AAPM Task Group Participation and Leadership AAPM Virtual Meeting. Miller C. PO-GeP-P-59 Topic: Professional Practice of Medical Physics |
| Choice A: | 20% |
| Choice B: | 40% |
| Choice C: | 60% |
| Choice D: | 80% |
| Question 6: Which of the following statements is true about being a sponsor? |
| Reference: | Travis EL, Doty L, Helitzer DL. Sponsorship: a path to the academic medicine C-suite for women faculty? Acad Med. 2013 Oct;88(10):1414-7. doi: 10.1097/ACM.0b013e3182a35456. PMID: 23969365. |
| Choice A: | Sponsorship and mentorship are the same thing. |
| Choice B: | Sponsors are engaged in day-to-day mentee activities. |
| Choice C: | Sponsors have the position to advocate on a broad impactful scale for mentees. |
| Choice D: | There is no risk to serving as a sponsor. |
