Exam 15: Valuing Workforce Diversity and Inclusion

Jeremy is 28 years old,white,single,well spoken,and well educated.He was laid off from his job 8 months ago,despite his history of excellent performance reviews during the 6 years he had worked for the organization,and has been unable to find another job.He is most likely being screened out by potential employers because​

Which of the following statements is true regarding age in the workplace?​

The term "Asian" is a label for the ____________________ category that includes a wide range of groups,such as Vietnamese,Filipino,Chinese,and Korean,with distinct histories and languages.

Well-planned and executed diversity training programs can promote harmony,reduce conflict,and help give the organization a competitive advantage.

In many cases,a(n) ____________________ involves the false assumption that all members of a group share the same characteristics.

Affirmative action guidelines

Less than 15% of Fortune 500 companies include sexual orientation in their antidiscrimination policies.

What are the economic costs of not appropriately valuing diversity?​

Compare and contrast overt discrimination with subtle discrimination.

Kenneth's girlfriend accuses him of ethnocentrism.This means that Kenneth tends to

The most common and powerful stereotypes focus on observable personal attributes.

Outline a comprehensive and effective diversity program for an organization.How will you ensure its success?

Do you feel affirmative action is discriminatory? Discuss the controversy and explain how you feel affirmative action can make a positive or negative impact in the educational and business worlds.

An individual's religious beliefs,health habits,and communication style are all secondary characteristics of diversity.

Case 15.1 ​ Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program. ​ Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed. ​ -Refer to Case 15.1.Jane's comments are an example of ____ prejudice.

Which of the following pieces of advice would be least helpful to an organization whose diversity training efforts are ineffective?​

As organizations enhance diversity,which employment practice should they adopt?​

Which religious group faces unique challenges in the workplace due to their faith's requirements such as scheduled prayer,wearing of head scarves for women,and maintenance of facial hair for men?​

Some race categories include people who vary greatly in terms of ethnic identity.

If you are a target of discrimination,your assertiveness can help to change people's attitudes.