Question 1

What are the various reasons used to explain the role of gender in pay inequity?

Accepted Answer

Many studies have tried to determine a cause for the pay inequity, and here are some possible reasons studied and researched:
-Hours worked: Women worked fewer hours because of childcare and housework expectations.
-Occupational choice: Women choose less lucrative careers as they are worried about balancing family and work.
-Stereotypes: There appears to be a perception that men may be more competent in certain types of jobs.
-Maternity and family leave: Women leaving the workforce for a short or extended period of time may affect the perception of their capability to earn a promotion in the workplace.
-Salary negotiating: Women negotiate salary packages much less frequently than men and are often negatively affected in their job for doing so.
-Lack of formal mentorship programs: Informal mentor relationship results in someone "pairing up" with another who has similar physical characteristics, is the same gender, or has a similar mindset. Minority groups may thus never receive mentoring unless there are formal mentorship programs.

Question 2

The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.

Accepted Answer

A) True 
 B)False  True

Question 3

If someone has AIDS which is controlled, the employee cannot be treated unfavorably. This is in accordance with the EEOC regulations relating to discrimination based on _____.

Accepted Answer

A)  age 
B)  sex 
C)  pregnancy 
D)  disability 
E)  race 
A)  age 
B)  sex 
C)  pregnancy 
D)  disability 
E)  race D

Question 4

Nadine Roberts, a highly qualified and experienced HR specialist, was due for a promotion to the next level in the company she had worked for six years. However, another colleague with significantly less experience was promoted to the post. The management cited Nadine's pregnancy to be the reason for their decision as it would leave her unable to fulfill the job requirements. Which of the following would be the appropriate legal measure for her situation?

Accepted Answer

A)  The Pregnancy Discrimination Act 
B)  The Occupational Safety and Health Act of 1970 
C)  Americans with Disabilities Act (AD
A)  
D)  Age Discrimination in Employment Act (ADE
A)  
E)  Family and Medical Leave Act (FML
A)  
A)  The Pregnancy Discrimination Act 
B)  The Occupational Safety and Health Act of 1970 
C)  Americans with Disabilities Act (AD
A)  
D)  Age Discrimination in Employment Act (ADE
A)  
E)  Family and Medical Leave Act (FML
A)

Question 5

Which of the following is true of the colorblind approach?

Accepted Answer

A)  It actively promotes discrimination on the basis of color. 
B)  It fails to acknowledge power and privilege on the basis of color. 
C)  It fulfills the individual responsibility of eliminating discrimination. 
D)  It truly values all people equally irrespective of their color. 
E)  It gives due regard to needs, assets, and perspectives that create diversity. 
A)  It actively promotes discrimination on the basis of color. 
B)  It fails to acknowledge power and privilege on the basis of color. 
C)  It fulfills the individual responsibility of eliminating discrimination. 
D)  It truly values all people equally irrespective of their color. 
E)  It gives due regard to needs, assets, and perspectives that create diversity.

Question 6

Which of the following is true with regard to employment tests?

Accepted Answer

A)  Personality tests cannot be administered as employment tests under any circumstances. 
B)  Reasonable accommodation measures do not cover employment testing. 
C)  Ideally, people of all cultures must be tested in English to evaluate their fluency. 
D)  Credit checks are a compulsory component of employment testing. 
E)  A test must be in direct relation to the job used in employment testing. 
A)  Personality tests cannot be administered as employment tests under any circumstances. 
B)  Reasonable accommodation measures do not cover employment testing. 
C)  Ideally, people of all cultures must be tested in English to evaluate their fluency. 
D)  Credit checks are a compulsory component of employment testing. 
E)  A test must be in direct relation to the job used in employment testing.

Question 7

Describe the position the EEOC takes with regard to discrimination based on national origin.

Accepted Answer

It is illegal to treat people unfavorabl

Question 8

People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.

Accepted Answer

A) True 
 B)False

Question 9

Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.

Accepted Answer

A) True 
 B)False

Question 10

What is the implication of diversity in relation to HRM?

Accepted Answer

If HR managers can combine the understan

Question 11

The _____ protects people who serve or have served in the Armed Forces, Reserves, National Guard, or other uniformed services.

Accepted Answer

Uniformed Services E

Question 12

Attainable and measurable goals are determined in the _____ stage of creating diversity plans.

Accepted Answer

A)  assessment 
B)  development 
C)  implementation 
D)  assignment 
E)  measurement 
A)  assessment 
B)  development 
C)  implementation 
D)  assignment 
E)  measurement

Question 13

Employers with at least 50 employees are covered under the EEOC.

Accepted Answer

A) True 
 B)False

Question 14

_____ refers to employment practices which may appear neutral but have a discriminatory effect on a protected group.

Accepted Answer

A)  Retaliation 
B)  Reasonable accommodation 
C)  Adverse impact 
D)  Disparate treatment 
E)  Reverse discrimination 
A)  Retaliation 
B)  Reasonable accommodation 
C)  Adverse impact 
D)  Disparate treatment 
E)  Reverse discrimination

Question 15

Any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities is called _____.

Accepted Answer

A)  reasonable accommodation 
B)  Bona fide occupational qualification 
C)  discrimination suit 
D)  retaliation 
E)  reverse discrimination 
A)  reasonable accommodation 
B)  Bona fide occupational qualification 
C)  discrimination suit 
D)  retaliation 
E)  reverse discrimination

Question 16

Adverse impact refers to employment practices which are openly discriminatory against a protected group.

Accepted Answer

A) True 
 B)False

Question 17

The Age Discrimination in Employment Act provides protection to employees:

Accepted Answer

A)  who work in companies the EEOC covers irrespective of their age. 
B)  who were favored over a younger worker. 
C)  who face discrimination based on their disabilities. 
D)  who face harassment based on their age. 
E)  while they are in the process of being hired only. 
A)  who work in companies the EEOC covers irrespective of their age. 
B)  who were favored over a younger worker. 
C)  who face discrimination based on their disabilities. 
D)  who face harassment based on their age. 
E)  while they are in the process of being hired only.

Question 18

What is meant by reasonable accommodation?

Accepted Answer

The law requires an employer to provide

Question 19

An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.

Accepted Answer

A) True 
 B)False

Question 20

_____ refers to employment practices which may appear to be neutral but have a discriminatory effect on a protected group.

Accepted Answer

The answer of _____ refers to employment practices which may...

What are the various reasons used to explain the role of gender in pay inequity?

The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.

If someone has AIDS which is controlled, the employee cannot be treated unfavorably. This is in accordance with the EEOC regulations relating to discrimination based on _____.

Which of the following is true of the colorblind approach?

Which of the following is true with regard to employment tests?

Describe the position the EEOC takes with regard to discrimination based on national origin.

People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.

Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.

What is the implication of diversity in relation to HRM?

The _____ protects people who serve or have served in the Armed Forces, Reserves, National Guard, or other uniformed services.

Attainable and measurable goals are determined in the _____ stage of creating diversity plans.

Employers with at least 50 employees are covered under the EEOC.

_____ refers to employment practices which may appear neutral but have a discriminatory effect on a protected group.

Any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities is called _____.

Adverse impact refers to employment practices which are openly discriminatory against a protected group.

The Age Discrimination in Employment Act provides protection to employees:

What is meant by reasonable accommodation?

An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.

_____ refers to employment practices which may appear to be neutral but have a discriminatory effect on a protected group.

The Role of Human Resources

Developing and Implementing Strategic Hrm Plans

Recruitment

Selection

Compensation and Benefits

Retention and Motivation

Training and Development

Successful Employee Communication

Managing Employee Performance

Employee Assessment

Working With Labor Unions

Safety and Health at Work

International Hrm

Filters

Exam 3: Diversity and Multiculturalism

What are the various reasons used to explain the role of gender in pay inequity?

The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.

If someone has AIDS which is controlled, the employee cannot be treated unfavorably. This is in accordance with the EEOC regulations relating to discrimination based on _____.

Which of the following is true of the colorblind approach?

Which of the following is true with regard to employment tests?

Describe the position the EEOC takes with regard to discrimination based on national origin.

People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.

Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.

What is the implication of diversity in relation to HRM?

The _____ protects people who serve or have served in the Armed Forces, Reserves, National Guard, or other uniformed services.

Attainable and measurable goals are determined in the _____ stage of creating diversity plans.

Employers with at least 50 employees are covered under the EEOC.

_____ refers to employment practices which may appear neutral but have a discriminatory effect on a protected group.

Any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities is called _____.

Adverse impact refers to employment practices which are openly discriminatory against a protected group.

The Age Discrimination in Employment Act provides protection to employees:

What is meant by reasonable accommodation?

An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.

_____ refers to employment practices which may appear to be neutral but have a discriminatory effect on a protected group.

The Role of Human Resources

Developing and Implementing Strategic Hrm Plans

Recruitment

Selection

Compensation and Benefits

Retention and Motivation

Training and Development

Successful Employee Communication

Managing Employee Performance

Employee Assessment

Working With Labor Unions

Safety and Health at Work

International Hrm

Filters