Deck 12: Religion

Question 1

Which of the following is true of religion and sexual orientation diversity?

A) Both the rights of sexual minorities and those who believe homosexuality is immoral should be protected.
B) Because the U.S. was founded on religious principles, religious beliefs outweigh the rights of sexual minorities at work.
C) Everyone who has strongly held religious beliefs is negative toward homosexuality.
D) In both the HP and AT&T cases, the organization was found not guilty of discrimination.

Answer 1

A

Question 2

Regarding religion and work,

A) employees may post reasonably sized religious sayings in their personal workspaces.
B) employees may not post religious sayings in their personal workspaces, unless they work from home.
C) employees may post religious sayings of any size in their personal workspaces.
D) religious sayings can only be posted in religious organizations, including religious schools.

Answer 2

A

Question 3

Shana is an experienced clerical worker who wears a hijab (head scarf) in conformance with her Muslim beliefs. Shana has been working in the call center, but then is moved into a job where she is working at the front desk. One of the company's executives contacts a human resources manager and requests that Shana remove her hijab because it presents the wrong image. What should the human resources manager do?

A) The human resources manager should meet with the executive and Shana to find a compromise.
B) The human resources manager should tell Shana about the complaint and encourage her to remove her hijab.
C) Human resources should place Shana in another position to maintain harmony in the workplace.
D) The human resources manager should tell the executive that is illegal to ask Shana to remove her hijab.

Answer 3

D

Question 4

Nearly two-thirds of Arab Americans are Christian.

Question 5

______ are more religious than _______.

A) Younger adults, older adults.
B) Women, men.
C) Asians, Blacks.
D) Hispanics, Blacks.

Question 6

Which of the following is true of religion and work?

A) Unlike their sexual harassment guidelines, the EEOC has not issued guidelines to help employers.
B) A request for Sundays off to worship is undue hardship for most large retailers.
C) Employers are encouraged to have a policy that includes prohibitions on religious harassment.
D) Flexible scheduling is not included as a potential accommodation.

Question 7

Regarding religious organizations in the U.S.,

A) religious organizations are some of the most heterogeneous types of organizations.
B) although most Americans are Christian, there is diversity of beliefs among Christian organizations.
C) about 20% of Blacks worship in primarily White religious organizations.
D) little diversity of beliefs regarding women's roles and sexual orientation exists.

Question 8

A company allowed an assembly line worker to work from Sunday through Thursday to accommodate her Sabbath observance from sundown Friday through sundown Saturday, but then changed work requirements and would no longer allow her to work that schedule. The employee asked for an alternate schedule so she could still observe her Sabbath. She was told by Human Resources that if the company accommodated her they would have to accommodate "every Christian" and then she was fired. Which of the following is the best answer?

A) This is a case of religious discrimination.
B) It is acceptable to fire the employee because she expected unreasonable accommodations.
C) The employee should not have been fired but should have worked the new schedule since she had received accommodations previously.
D) Because the company changed its schedule it was reasonable to ask the employee to make a change.

Question 9

Which of the following is not true of religion and sexual orientation diversity?

A) Employees have the right to their beliefs regarding sexual orientation.
B) Employees do not have the right to denigrate or harass coworkers based on sexual orientation.
C) People's different beliefs about religion and sexual orientation require careful employer attention to fairness and equity of all parties.
D) The U.S. courts refuse to address religion and sexual orientation diversity.

Question 10

Reasonable accommodation(s)

A) should generally be made to accommodate the normal religious services of employees.
B) are those that cost under $1,500.
C) are mandatory, even if there is undue hardship.
D) should be made for all disabled persons, regardless of qualifications.
E) None of the above.

Question 11

Employers are encouraged to create a culture of inclusion regarding religion. This means that

A) organizations should try to develop policies that fit the majority of employees.
B) policies should be reviewed to determine how they affect people of different religions.
C) employers should convince employees that they adjust their behaviors to fit in with the company's policies.
D) companies should make an accommodation even if organizational functioning is impaired.

Question 12

American Jews

A) all share the same religious, ethnic, and cultural identities.
B) because they are readily identifiable, were easily discriminated against in the past.
C) have no members who are also Hispanic.
D) at one time were considered a separate race in the U.S.

Question 13

Racial profiling

A) affects only Blacks, Latinos, and Asians.
B) affects Muslims, Arabs, and Middle and Southeast Asians, among others.
C) is using someone's real or perceived demographic characteristic to single her or him out for scrutiny.
D) All of the above.
E) B and C only above.

Question 14

Compared with men, women clergy

A) are more likely to support political and social issues.
B) are more likely to serve in smaller, less prestigious congregations.
C) have lower earnings.
D) All of the above.
E) B and C only above.

Question 15

Women clergy experience a "frosted glass ceiling" in religious organizations.

Question 16

The AT&T and HP cases discussed in the text regarding religion and sexual orientation

A) demonstrated that organizations should prioritize rights of religious workers over the rights of sexual minorities.
B) demonstrated that organizations should prioritize rights of sexual minorities over rights of religious workers.
C) demonstrated that a policy of non-discrimination that does not trample on employees' belief systems can be implemented and defended.
D) A and B above.

Question 17

In terms of women in religious organizations,

A) discrimination against women is illegal.
B) religious organizations are subject to the same laws prohibiting sex discrimination as other organizations.
C) despite bans on women clergy in many organizations, some organizations do ordain women.
D) under certain circumstances, discrimination against women is not illegal.
E) C and D above.

Question 18

Which of the following is true of religion in the U.S.?

A) The proportion of the population identifying as Christian is about 76%.
B) The proportion of the population identifying as Christian is about 90%.
C) The proportion of the population identifying as Christian has declined to about 50% since 1990.
D) The proportion of the population identifying as Christian has declined to about 40% since 1990.

Question 19

Religious discrimination is treating a job applicant unfavorably because of his/her religious beliefs. It does not apply to customers.

Question 20

People of the same faith will all have the same level of religiosity.

Question 21

Religious minorities whose religion is unknown may suffer stress and worry that their religion may be found out.

Question 22

Undue hardship varies by employer.

Question 23

Many religious minorities have come to the U.S. seeking, and always finding, refuge from religious persecution elsewhere.

Question 24

Whites are more likely to regard themselves as being very religious than Blacks, Hispanics, and Asians.

Question 25

People with no religious beliefs are protected from discrimination at work.

Question 26

Religiosity, rather than religious fundamentalism, is most strongly related to negative attitudes toward sexual minorities.

Question 27

Organizations should scrutinize their appearance requirements to determine if they may result in religious discrimination.

Question 28

Anti-Arab and anti-Muslim stereotypes are often based on erroneous assumptions.

Question 29

Harassment of an employee by a customer on the basis of religion is legal.