Deck 5: Affirmative Action

Question 1

Which of the following groups has made the most gains under affirmative action?

A) African-American men
B) Disabled employees
C) White women
D) Asian employees

Answer 1

C
Explanation:Most of the anger around affirmative action stems from the issue of race. Despite the fact that white women have made the most gains under affirmative action, there is still the basic view that African-Americans are getting something others are not, just because they are African-American, and this makes people angry.

Question 2

Actions such as not giving minority or female employees credit for ideas they propose but accepting those ideas when they come from someone in the majority constitutes micro-aggression.

Answer 2

True
Explanation:Actions such as not giving minority or female employees credit for ideas they propose but accepting those ideas when they come from someone in the majority constitutes micro-aggression. When experienced on a continuing basis, they create a totally different environment for the minority or female employees than that of those in the majority.

Question 3

Under affirmative action,an applicant need not simply be a female or a minority to be placed in a job.

Answer 3

True
Explanation:Under affirmative action, an applicant need not simply be a female or a minority to be placed in a job. Employers are to apply to females and minorities the same job requirements they apply to males and nonminorities.

Question 4

_____ refers to the intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion and/or to address existing discrimination.

A) Disparate impact
B) Affirmative action
C) Due process
D) Rehabilitation

Question 5

Affirmative action is used only when there is:

A) an undoubted reason to raise the bona fide occupational qualification defense.
B) a demonstrated underrepresentation of women and minorities in the workplace.
C) a need to improve workplace productivity and efficiency.
D) a need to punish someone for employment discrimination.

Question 6

Affirmative action applies to all employers,public or private.

Question 7

The quantitative part of an affirmative action plan sets out a course of action for how to address any underrepresentation,underutilization,or other problems found in a federal contractor's workplace.

Question 8

Availability of women and minorities for a particular job is based on their mere presence in a given geographic area.

Question 9

One of the commonly held myths about affirmative action is that it is:

A) an effort to overcome the effects of past or present discriminatory practices.
B) an entitlement program that provides unqualified women or minorities with jobs.
C) an initiative against discrimination that does not affect workplace productivity and efficiency.
D) a remedy and not a punishment for discrimination.

Question 10

The Office of Federal Contract Compliance Programs' enforcement contains provisions for private lawsuits by employees and even penalties for noncompliance by a contractor.

Question 11

As an effort to value diversity at a workplace,employers should tie performance reviews of managers to their measurable support for diversity and inclusion.

Question 12

The first forerunner to Executive Order 11246 applied only to defense contracts.

Question 13

Placement goals must be treated as a ceiling or floor for employing certain groups.

Question 14

Employment research findings show that:

A) nearly 90 percent of jobs are filled through advertising.
B) in the retail industry, employers consistently chose slightly less qualified black women over more qualified white women for entry-level positions.
C) in the suburbs, equally qualified blacks are hired about 40 percent less than whites because of negative assumptions.
D) blacks are 22 percent more likely to be granted interviews when compared to whites.

Question 15

Which of the following statements is true of affirmative action?

A) Affirmative action requires employers to remove qualified whites and males from their jobs and give these jobs to minorities.
B) Workplace productivity and efficiency do not suffer under affirmative action plans.
C) Under affirmative action, an applicant can simply be a female or a minority to be placed in a job.
D) Minorities and females cannot be terminated from their jobs for any cause under affirmative action plans.

Question 16

Affirmative action is designed to remedy past discrimination based on race or gender through punishment.

Question 17

Veteran affirmative action contains provisions that require a veteran to be hired as a federal contractor irrespective of his or her qualifications.

Question 18

The _____ Amendment to the United States Constitution abolished slavery in 1865.

A) Fourth
B) Thirteenth
C) Fourteenth
D) Twenty-First

Question 19

Under Executive Order 11246,federal contractors must agree not to discriminate in hiring on the basis of race,color,religion,gender,or national origin.

Question 20

According to employment research findings,_____.

A) black women make up close to half the workforce and hold more than 25 percent of the senior-level jobs in corporations
B) African-American men with professional degrees receive higher salaries than those paid to white men with the same degrees and comparable jobs
C) as the percentage of females and the percentage of minorities in a job increase, average pay also increases
D) there is little correlation between what African-American and white workers score on employment tests and how they perform in the workplace

Question 21

In the Local 28,Sheet Metal Workers v.EEOC case,the court:

A) ordered the union to participate in an affirmative action plan designed to increase its African-American and Hispanic membership.
B) held that the union was free under Title VII of the Civil Rights Act of 1964 to restrict its membership to people from a certain group.
C) held that the benefits of the union could be extended only to its members.
D) ordered an affirmative action plan to benefit the members of the union.

Question 22

Green Oval Electronics employs approximately 2,700 employees.During a recent workforce survey,it was found that 97 percent of the company's managers are white,although only 62 percent of the company's entire workforce is white.The company decided to implement a voluntary affirmative action plan that would reserve 25 percent of the openings in a managerial development program for blacks and other minorities,only until the percentage of minority employees working as supervisors was representative of the percentage of available minorities in the local labor force.Which of the following holds true in this scenario?

A) This affirmative action plan is illegal because under Executive Order 11246, only a 10 percent quota is permitted.
B) This affirmative action plan is illegal because it discriminates against white employees.
C) This affirmative action plan is legal because it is temporary and does not unnecessarily infringe on the rights of white employees.
D) This affirmative action plan is legal because Title VII of the Civil Rights Act of 1964 mandates employers to protect the interests of minorities and women by setting employment quotas.

Question 23

In Regents of the University of California v.Bakke,the U.S.Supreme Court held that:

A) affirmative action can be used to further the educational goal of a diverse student body.
B) only race-neutral affirmative action is permissible under the U.S. Constitution.
C) only race-conscious affirmative action is permissible under the U.S. Constitution.
D) affirmative action in publicly funded schools is unconstitutional.

Question 24

Riverhill University,on conducting a self-audit,identifies a racial imbalance in its workforce where 85 percent of its department chairs and deans are white men.The university voluntarily institutes a short-term plan that mandates that future selections for department chairs and deans will be on a one-for-one basis until an appropriate ratio is achieved.Paul,a white male professor from the same university,applies for the position of a dean and gets rejected.He subsequently discovers that an equally qualified black female is selected for the position.In this scenario,Paul:

A) does not have a valid discrimination claim because suits based on reverse discrimination are barred by Title VII of the Civil Rights Act of 1964.
B) has a valid claim because Executive Order 11246 prohibits voluntary race-conscious affirmative action plans.
C) has an acceptable claim because the affirmative action plan unnecessarily trammels the rights of white employees.
D) does not have a valid claim because temporary plans to eliminate existing imbalances are permitted based on the United Steelworkers of America, AFL-CIO v. Weber case.

Question 25

Executive Order 11246 requires all federal contractors:

A) with 15 or more employees and a nonconstruction contract of $10,000 or more to implement judicial affirmative action.
B) with 50 or more employees and a nonconstruction contract of $50,000 or more to develop a written affirmative action plan.
C) to draft an affirmative action plan regardless of the number of employees or the size of the contract.
D) to draft an affirmative action plan that prohibits them from terminating minorities and females based on their performance at their jobs.

Question 26

The Apex Community Hospital has contracts with the United States Department of Veterans Affairs (VA)to provide health care for veterans.The Office of Federal Contract Compliance Programs (OFCCP)found that the hospital misrepresented the results of its affirmative action plan.Which of the following actions is the secretary of labor most likely to take against the Apex Community Hospital?

A) Replace the hospital's current employees with only minorities and women
B) Ask the hospital to introduce permanent employment quotas to correct underrepresentation
C) Ask the Department of Justice to initiate criminal proceedings against the hospital
D) File a lawsuit against the hospital under 42 U.S.C. section 1983

Question 27

Affirmative action obligations arise in the workplace through:

A) Executive Order 11246.
B) Section 2-306 of the Uniform Commercial Code.
C) the Fourth Amendment to the United States Constitution.
D) a voluntary affirmative action plan established by an employee.

Question 28

_____ reflects the percentage of women and/or minorities to be hired to correct underrepresentation,based on availability in the geographic area.

A) Job depth
B) Capital reserve
C) A placement goal
D) Job scope

Question 29

White Swan Motors' practice of hiring only applicants recommended by its employees has been found to have an adverse impact on nonwhite applicants.White Swan plans to implement a voluntary affirmative action plan.Which of the following would be an effective practice under the voluntary affirmative action plan?

A) Removing qualified whites from their jobs and giving these jobs to minorities regardless of their qualifications
B) Hiring an employee simply because he or she belongs to a protected class
C) Eliminating unvalidated recruitment practices and selection criteria
D) Fixing permanent racial quotas to reduce racial imbalance

Question 30

In order for an affirmative action program to meet the Office of Federal Contract Compliance Program (OFCCP)requirements,federal contractors must:

A) develop and implement internal auditing systems that periodically measure the effectiveness of the company's affirmative action plans.
B) set quotas for women and minorities for every occupation in the company.
C) make sure that white males are not included in their affirmative action plans or in their concept of workplace diversity.
D) show that the company has made at least a minimal effort to reduce workplace diversity.

Question 31

Judicial affirmative action is imposed by the courts when:

A) there is workplace discrimination in violation of Title VII of the Civil Rights Act of 1964 and an affirmative action plan is the appropriate means of redress.
B) there is a requirement for federal contractors with 15 or more employees and a contract of $10,000 or more to comply with Executive Order 11246.
C) voluntary affirmative action plans result in reverse discrimination.
D) employees file a discrimination claim with the Office of Federal Contract Compliance Programs (OFCCP).

Question 32

_____ involves comparing the percentage of minorities and the percentage of women employed in each job category to the availability of minorities and/or women for these job categories.

A) Job group analysis
B) Job scoping
C) Job evaluation
D) Job broadbanding

Question 33

The comprehensive set of changes brought about by the Office of Federal Contract Compliance Programs (OFCCP)to its regulations in 2000 were designed to:

A) force a lower number of employers to implement affirmative action plans in general.
B) focus its resources on the action undertaken to promote equal employment opportunity, rather than on the technical compliance.
C) reduce employer dependence on it to tackle faulty affirmative action plans.
D) change the attitude of employers so that affirmative action plans are perceived as a penalty rather than a remedy for discrimination.

Question 34

The United College of Arts (UCA)has become aware of the underrepresentation of Native Americans in its workforce.It has shortlisted a number of steps to increase the percentage of Native Americans in its workforce.Which of the following steps,if adopted,ensures maximum results?

A) Recruiting at community events near or on Native American reservations and from colleges located nearby
B) Rating all applicants on a 100-point scale and giving Native American applicants 20 points automatically based on their national origin
C) Designating specific positions to be filled only by Native Americans through a quota system
D) Replacing qualified employees from other groups with equally qualified Native American employees

Question 35

Employer-instituted quotas are:

A) permitted by Title VII of the Civil Rights Act of 1964 and Section 2-306 of the Uniform Commercial Code.
B) not required by Title VII of the Civil Rights Act of 1964 but are permitted under the Social Security Act.
C) not required by Title VII of the Civil Rights Act of 1964 or by Executive Order 11246.
D) permitted by Title VII of the Civil Rights Act of 1964 but not under 42 U.S.C. section 1983.

Question 36

Reverse discrimination is:

A) a claim brought by a woman in the workplace who feels she is a member of a protected class.
B) a claim brought by a majority member who feels he or she is a member of a protected class.
C) a claim brought by a majority member who feels he or she has been adversely affected by the use of an affirmative action plan.
D) a claim brought by a member of a protected class who feels he or she is underrepresented in the workplace.

Question 37

Voluntary affirmative action plans are acceptable if they:

A) are permanent for the purpose of creating and maintaining a balanced workforce.
B) allow an employer to replace a more qualified employee with a less qualified employee from a protected class.
C) permit an employer to set aside positions for women in the form of quotas.
D) do not unnecessarily trammel the rights of employees who belong to the majority or create an absolute bar to their advancement.

Question 38

In an effort to combat the glass ceiling,a corporate management compliance evaluation is:

A) used by courts to determine if federal contractors have implemented the appropriate affirmative action plan.
B) designed to determine whether employees are encountering artificial barriers to advancement to mid- and senior-level corporate management.
C) applied by courts to determine whether an affirmative action plan is a viable means of addressing present-day vestiges of the ancient slavery system.
D) conducted by the Equal Employment Opportunity Commission to determine if there has been reverse discrimination against the majority.

Question 39

The number of women employees at ThinkOne Systems Inc.is significantly lower than what statistics indicate about the availability of qualified women employees in the relevant labor pool.This is referred to as _____.

A) devaluation
B) underutilization
C) reverse discrimination
D) positive displacement

Question 40

Laketown System Corp.,a federal contractor,chooses not to comply with the affirmative action plan established to increase the representation of women and minorities within its workplace.Which of the following is an implication of noncompliance?

A) Laketown System Corp. cannot be subject to any action for noncompliance as it is a federal contractor.
B) Laketown System Corp. cannot be subject to any action for noncompliance as it is not a voluntary affirmative action plan.
C) Laketown System Corp. can be debarred from further participation in government contracts for noncompliance.
D) Laketown System Corp. can be prohibited from adopting affirmative action plans in the future for noncompliance.

Question 41

Why is valuing diversity and inclusion in the workplace important? How should employers contribute to diversity at the workplace?

Question 42

Derek,an employee at Ferns Tech Inc.,has filed a lawsuit against his employer.He claims that after the introduction of an affirmative action plan at the workplace,his employer has mostly been promoting female employees at work,even if they are less qualified for the job than he is.This may be an example of _____.

A) social loafing
B) positive displacement
C) stereotyping
D) reverse discrimination

Question 43

Valuing diversity is a concept that:

A) deals with the politically correct attitude to be adopted in the workplace but has no connection to eliminating employment discrimination.
B) encourages ethnic groups to form their own organizations to increase the value of a homogeneous workforce.
C) encourages employees to accept and appreciate those who are different from the majority and value their contributions to the workplace.
D) deals with replacing white employees with those from a protected class whether or not they are qualified.

Question 44

Describe some actions an employer can take to make an effort to include those historically underrepresented in the workplace.

Question 45

AlphaOmega Defense is a federal contractor located in Chicago.It has noticed an underrepresentation of women and minorities in middle- and top-level jobs within the company.Should AlphaOmega adopt an affirmative action plan? If so,what should it consider?

Question 46

Which of the following is an example of micro-aggression by a majority member against the minority in the workplace?

A) Avoiding eye contact with minority or female employees
B) Expecting minority or females employees to perform like others
C) Subjecting minority or female applicants to the same pre-employment tests as those from the majority
D) Failing to adjust the scores of minority or female applicants in pre-employment tests

Question 47

Nurses at the City Safe Hospital must successfully pass a professionally developed and validated test to be promoted in their jobs.Recently,the hospital discovered that African-American and Hispanic nurses taking the test scored significantly lower than white nurses,and none qualified for promotion.Therefore,based on:

A) Ricci v. DeStefano, the City Safe Hospital should adjust the scores of African-American and Hispanic nurses to eliminate any imbalances.
B) Ricci v. DeStefano, the City Safe Hospital should use the test scores in making promotions to avoid discrimination against white nurses.
C) Ricci v. DeStefano, the City Safe Hospital should ignore the test scores in making promotions to avoid discrimination against the African-American and Hispanic nurses.
D) Ricci v. DeStefano, the City Safe Hospital should develop a different test for white nurses.

Question 48

Distinguish between quotas and affirmative action placement goals at the workplace.

Question 49

Which of the following is an effective way to promote diversity within a workplace?

A) Institute formal procedures to handle complaints from diverse employees
B) Encourage employees to be ethnocentric
C) Avoid focusing on single diversity issues
D) Ensure that white males are not included in the concept of diversity

Question 50

The RiverHill County Public Library has 516 employees,including 163 librarians.A study reveals that 7 out of 10 supervisors in the library branches are male,although men make up only 25 percent of the branch librarians.In order to increase the number of female librarians at the supervisory level,the library decides to implement an affirmative action plan that would consider gender as one component of the decision when promoting librarians until a point when the imbalance is corrected.Is this affirmative action plan valid? Explain.