Adult-Gerontology CNS Practice Exam 2025 – Complete Prep Guide

The term that describes an organization that promotes access to information and participation in decision-making is organizational transparency. This concept refers to the practice of being open and honest about the processes, decisions, and information that affect stakeholders, including employees, clients, and the community at large. Organizational transparency fosters trust and engagement by ensuring that all relevant parties have access to the information they need to be informed participants in decision-making processes.

This openness is integral to building a collaborative environment where individuals feel valued and empowered to contribute to discussions and initiatives. Transparent organizations often have clear communication channels, share relevant data, and actively involve stakeholders in shaping policies or strategies, which enhances accountability and collective ownership.

While lateral diversity, leveraged diversity, and cultural competence are important concepts in their own right, they do not specifically capture the essence of promoting access to information and participatory decision-making as organizational transparency does. Lateral diversity typically relates to varying perspectives among colleagues, leveraged diversity focuses on using diverse backgrounds to enhance outcomes, and cultural competence involves understanding and respecting different cultural backgrounds to improve communication and care delivery. Each of these plays a role in organizational effectiveness but does not address the central idea of information access and participation as comprehensively as organizational transparency.