Ch4 + Diversity, Inclusion, And Equal | Complete Test Bank - HR Management People Data & Analytics 1e | Test Bank by Talya Bauer by Talya Bauer. DOCX document preview.
Chapter 4: Diversity, Inclusion, and Equal Employment Laws
Test Bank
Multiple Choice
1. ______refers to real or perceived differences among people with respect to sex, race, ethnicity, age, physical and mental ability, sexual orientation, religion, and attributes that may affect their interactions with others.
A. Pretext
B. Stereotypes
C. Bias
D. Diversity
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Diversity Challenges in the Tech Industry: The Case of Pinterest
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
2. What percent of the workforce in 2017 were women?
A. 12%
B. 17%
C. 47%
D. 78%
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Challenges and Benefits of Managing Diversity Effectively
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
3. Jesse’s organization is made up of men and women from all different races, ethnic backgrounds, ages, abilities, sexual orientation, and religions. Based on this description, it can be assumed that Jesse’s organization is ______.
A. large
B. corporate
C. biased
D. diverse
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Challenges and Benefits of Managing Diversity Effectively
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
4. At Nick’s organization, everyone is treated equally and has a say in decisions. Leadership values the skills that each person brings to the work and appreciates everyone for who they. This is an example of ______.
A. an appreciative environment
B. an inclusive environment
C. a biased environment
D. a stereotypical environment
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
5. At the organization where Eli works, he enjoys many benefits of an inclusive environment such as ______.
A. a well-stocked cafeteria
B. the feeling he can be himself
C. freedom from making decisions
D. the ability to work with people similar to himself
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
6. The leadership where Ahmed works understands that to remain relevant, they need to depend on everyone’s ideas for contrivance. Diversity helps bring together many different experiences and viewpoints to create ______ ideas.
A. cautious
B. similar
C. innovative
D. safe
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
7. ______ environments are organizations or groups in which individuals, regardless of their background, are treated with dignity and respect, are included in decision-making, and valued for who they are and what they bring to the group or organization.
A. Marginal
B. Inclusive
C. Disparate
D. Reverse
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
8. Believing that older applicants may not possess the required technology knowledge for a job is an example of a bias that prevents ______.
A. the tendency for similarity-attraction
B. interviewing unqualified applicants
C. hiring and retaining a diverse workforce
D. generalized assumptions during recruitment
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Why Are Diversity and Inclusion Still Challenging to Achieve?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
9. Jane is a 35-year-old Caucasian woman. On her first day at a new job, she chooses to sit with a group of Caucasian female colleagues around her same age at lunch. This is an example of ______.
A. bias
B. stereotype
C. conscious bias
D. similarity-attraction
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Similarity-Attraction
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
10. How might similarity-attraction create a hiring barrier?
A. A hiring manager may tend to hire candidates who are more like himself or herself.
B. A hiring manager may tend to hire someone different from himself or herself.
C. A hiring manager may hire the most diverse person over the most qualified.
D. A hiring manager may hire the most qualified person over the most diverse person.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Similarity-Attraction
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
11. Aarav, an Indian data analyst, is hired by ABC Company. ABC Company is predominantly made up of Caucasian and Asian employees. While Aarav appreciates the job and realizes that the company appreciates his skills, he still feels different and somewhat isolated. What is likely to happen early in Aarav’s tenure given the situation and how he feels?
A. Aarav is likely to leave the company.
B. Aarav is likely to file a complaint.
C. Aarav is likely to underperform.
D. Aarav is to refer friends to the company.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Analysis
Answer Location: Similarity-Attraction
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
12. A ______ is a simplified and generalized assumption about a particular group?
A. bias
B. stereotype
C. prejudice
D. barrier
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
13. A stereotype that someone is aware of is a(n) ______.
A. implicit belief
B. gut feeling
C. explicit belief
D. unconscious action
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
14. ______ is/are simplified and generalized assumptions about a particular group.
A. Implicit biases
B. Stereotypes
C. Similarity-attraction
D. Diversity
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
15. ______ refers to stereotypes individuals hold that reside beyond their conscious awareness.
A. Diversity
B. Similarity-attraction
C. Inclusive environment
D. Unconscious (or implicit) bias
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
16. Jacqueline is overlooked for an engineer position based on the hiring manager’s belief that engineers are men. This is an example of ______.
A. a stereotype
B. inclusion
C. diversity
D. alienation
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
17. Tim is overlooked for a job as a nurse’s aide because he does not look like the typical nurse’s aide. This is an example of ______.
A. a diverse and inclusive work environment
B. how stereotypes lead to more a diverse workforce
C. a preference people with similar functional backgrounds
D. how stereotypes and biases can be barriers to hiring
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
18. An important reason for understanding the legal side of diversity is to limit the organization’s ______.
A. equity
B. liability
C. changes
D. costs
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
19. A discrimination lawsuit can cost an organization a lot of money in legal fees and penalties. Just as costly, a discrimination lawsuit damages the company’s ______.
A. diversity
B. inclusion
C. reputation
D. management
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Comprehension
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
20. The ______, an independent federal agency, monitors most EEO laws pertaining to private, government, and state institutions.
A. Office of Federal Contract Compliance Programs
B. Equal Employment Opportunity Commission
C. Office of Uniform Guidelines
D. Executive Compliance Office
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
21. The ______, a division of Department of Labor, monitors EEO compliance of federal contractors.
A. Office of Uniform Guidelines
B. Executive Compliance Office
C. Equal Employment Opportunity Commission
D. Office of Federal Contract Compliance Programs
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
22. Who should an employee call if their company does not respond to a complaint about discrimination?
A. the Equal Employment Opportunity Commission
B. their state representative
C. their congressperson
D. the Better Business Bureau
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Comprehension
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
23. Most equal employment opportunity laws apply to companies with how many employees?
A. 10 or more
B. 15 or more
C. 25 or more
D. 100 or more
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
24. Bill believes that he has been discriminated against due to being a differently abled person. He contacts the Equal Employment Opportunity Commission and is told that the equal opportunity laws do not apply to him. The company that pays him exercises very little control over the work he does. What could be the reason?
A. Bill is protected by the other laws.
B. Bill is an independent contractor.
C. Bill has no proof of discrimination.
D. Bill works part-time.
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Analysis
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
25. Katie was terminated from her job shortly after disclosing that she was pregnant. She knows this has happened to other women in the past at this company and decides to contact an attorney about a lawsuit. What will the attorney ask first?
A. Has an external investigation by a third-party investigator occurred?
B. Has an internal investigation by the top management team occurred?
C. Has a complaint been filed with the Department of Labor?
D. Has a charge been filed with the Equal Employment Opportunity Commission?
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Analysis
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
26. Sarah is involved in Katie’s discrimination case against their employer. When the company finds out Sarah is serving as witness, Sarah is demoted. What is this most likely an example of?
A. adverse impact
B. discrimination
C. retaliation
D. withholding pay
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Application
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
27. In order to ensure pay equity, human resource managers must ensure that difference in pay reflects ______.
A. differences in job titles
B. differences in departmental budgets
C. differences in jobs or performance
D. differences in fair pay structures
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Comprehension
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
28. When a human resource director finds out about unfairness in pay structure, they should ______.
A. increase the pay of the lower paid person
B. decrease the pay of the higher paid person
C. wait for performance evaluations
D. change job duties
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Application
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
29. Which is most important in equal pay claims?
A. the source of discrimination
B. the nature of the job
C. the job title
D. the existing pay distribution
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
30. Alice is filing an equal pay claim. As she prepares her case, she learns that she does not need to prove that her company ______.
A. has an unequal pay distribution for similar jobs
B. intentionally paid men and women differently
C. pays differently for same the work
D. pays differently for an equal amount of work
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Application
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
31. Discriminating against majority or historically privileged groups such as White or male employees is sometimes referred to as ______.
A. stereotyping
B. reverse discrimination
C. implicit bias
D. similarity-attraction
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
32. ______ refers to payments made to a plaintiff to bring them back to the position they would have had if they were not discriminated against. This includes back pay and getting one’s job back.
A. A class action lawsuit
B. Compensatory damages
C. Punitive damages
D. Equitable relief
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
33. ______ refer(s) to providing financial relief to the complainant for damages incurred, such as mental and emotional stress suffered as a result of discrimination.
A. A class action lawsuit
B. Compensatory damages
C. Punitive damages
D. Equitable relief
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
34. ______ can be awarded if it is demonstrated that the company had engaged in reckless discrimination and failed to act in good faith.
A. A class action lawsuit
B. Compensatory damages
C. Punitive damages
D. Equitable relief
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
35. ______ lawsuit occurs when a group of individuals who have similar claims sue as a group.
A. A class action lawsuit
B. Compensatory damages
C. Punitive damages
D. Equitable relief
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
36. Joe is a White male working at a restaurant with mostly Latino coworkers. They harass him for being White and often force him to do less desirable tasks during his shift. This could be an example of ______.
A. adverse impact
B. bias
C. retaliation
D. reverse discrimination
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
37. Erik was terminated from his restaurant job, where he experienced reverse discrimination, and filed a charge with the Equal Employment Opportunity Commission, as well as a lawsuit against the restaurant for discrimination until Title VII. The court determined that Erik was discriminated against and he was granted payments to help make up for the wages he lost as a result of the discrimination. This is an example of ______.
A. equitable relief
B. compensatory damages
C. punitive damages
D. a class action lawsuit
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
38. As a result of Carson’s experience of reverse discrimination while working at a restaurant, he became isolated and withdrawn. He also started to feel very anxious about work and worried about how he would survive financially. Carson’s depression and anxiety were making him sick and the doctor put Carson on medication to help him deal with the stress. Carson received financial relief for the stress he incurred as a result of the discrimination. This is an example of ______.
A. equitable relief
B. punitive damages
C. compensatory damages
D. disparate treatment
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
39. A court decided that Leo’s employer at the restaurant acted in reckless discrimination. As a result, Leo was also awarded money because his employer did not act in good faith. This an example of ______.
A. equitable relief
B. punitive damages
C. compensatory damages
D. a class action lawsuit
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
40. The restaurant where Nick experienced reverse discrimination is a national chain. It came to the attention of Nick and his attorney that many other Caucasians have been treated similarly to Nick. After contacting these other people and hearing the similarities to Nick’s story, what did Nick’s attorney do?
A. argue disparate treatment
B. file a class action lawsuit
C. provide prima facie evidence
D. argue disparate impact
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Analysis
Answer Location: Title VII of the Civil Rights Act
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
41. ABC Company avoids hiring young women when possible because they are more likely to go out on maternity leave than older women. This is an example of ______.
A. disparate treatment
B. disparate impact
C. disparate claim
D. 4/5ths rule
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
42. In a discrimination case, once prima facie evidence has been established, the burden of proof is on ______.
A. the Equal Employment Opportunity Commission
B. the attorneys
C. the employer
D. the employee
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Disparate Treatment
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
43. ABC Company successfully presents a nondiscriminatory reason for not hiring a woman over a man with less experience. What happens next?
A. The case is dropped.
B. Charges are filed against the plaintiff who brought the suit.
C. The burden of proof shifts to the plaintiff.
D. A judge decides what happens next.
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Analysis
Answer Location: Disparate Treatment
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environment
SHRM: Diversity & Inclusion
44. Jenny states ABC Company’s defense for hiring a less qualified man over her is just an excuse to cover the discrimination. She provides evidence of a related degree and experience. The company’s defense could now be considered ______.
A. pretext
B. disparate
C. bone fide
D. impactful
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Comprehension
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
45. An employer may present two kinds of evidence as a defense in a discrimination case. One defense is to show that there was a nondiscriminatory reason for the adverse action against an employee or applicant. What does an employer need to do to ensure they are able to provide this evidence?
A. show that they meant well and attempted to act in good faith
B. keep detailed records related to all employment decisions
C. maintain a high degree of confidentiality to protect employees and applicants
D. interview everyone involved and get them to agree to testify on their behalf
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
46. An employer may present two kinds of evidence as a defense in a discrimination case. One defense is to show that there was a nondiscriminatory reason for the adverse action against an employee or applicant. The second defense an employer may use in a discrimination case is called ______.
A. quid pro quo
B. bona fide occupational qualification
C. prima facie evidence
D. uniform guidelines on employee selection procedures
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Disparate Treatment
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
47. A bona fide occupational qualification defense requires that the employer demonstrates that a ______ is an essential necessity for the job.
A. specific ability
B. specific knowledge
C. specific protected characteristic
D. specific attitude
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Comprehension
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
48. A(n) ______ is an essential necessity of the job and can be used to select employees based on the protected characteristics.
A. pretext
B. essential function
C. bona fide occupational qualification
D. business need
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
49. Annalise applied for a job. During the interview, she was asked when she planned to have children and how her husband would feel about her working long hours. She was rejected despite being qualified, and a man with less qualifications was hired. It appears Annalise has a ______ case for discrimination.
A. prima facie
B. adverse impact
C. pretext
D. reverse
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
50. ______ evidence is preliminary evidence that looks like discrimination at first glance.
A. Primary
B. Adverse impact
C. Pretext
D. Prima facie
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
51. In an employment discrimination case, the employee must first establish a prima facie case that the employer’s action was discriminatory. Then, the burden of proof shifts to the employer to establish that there was a nondiscriminatory reason for the action. Once this has been established, the burden of proof falls back to the employee to demonstrate that the employer’s reason for the action was a ______ and not the real reason.
A. primary reason
B. adverse reason
C. pretext
D. prima facie
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Treatment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
52. If a company implements the 4/5ths rule provided under Uniform Guidelines, they are able to test for ______.
A. favoritism in hiring
B. prima facie evidence
C. intentional discrimination
D. disparate treatment
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Disparate Impact
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
53. ABC Company uses a job skills test in its selection procedure. The skills test gives ABC Company a selection ratio of 80% for men. What is the percentage that selection of women must reach for there NOT to be a prima facie case for disparate impact on sex?
A. 64%
B. 75%
C. 80%
D. 100%
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Analysis
Answer Location: Disparate Impact
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
54. The EEOC outlined how selection systems can be designed to comply with EEO laws in the ______.
A. bona fide occupational qualifications
B. Uniform Guidelines on Employee Selection Procedures
C. equitable relief rules
D. executive order
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Disparate Impact
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
55. According to the ______ rule, one group’s selection ratio may not be less than 80% of the majority group’s ratio.
A. equitable relief
B. disparate treatment
C. the 4/5ths rule
D. pretext
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Knowledge
Answer Location: Disparate Impact
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
56. Joni’s coworker, Allan, continuously comments on her appearance being sexy and calls her names such as “honey, sweetheart, and babe.” Joni has asked Allan to stop these remarks because they make her uncomfortable but he continues. She even spoke to her boss about it but nothing has changed. This is an example of ______ under Title VII.
A. liable
B. discrimination
C. harassment
D. prejudice
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII and Harassment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
57. Caroline promised Steve a promotion in exchange for a sexual encounter. This is an example of ______ under Title VII.
A. discrimination
B. sexual harassment
C. quid pro quo harassment
D. workplace harassment
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Application
Answer Location: Title VII and Harassment
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
58. Karen was on maternity leave from her position as a customer service representative, which paid salary and commissions. When she returned, she was assigned to reception duties without her commission. Which act protects Karen?
A. Age Discrimination in Employment Act of 1967
B. Uniform Guidelines on Employee Selection
C. Lilly Ledbetter Fair Pay Act of 2009
D. Pregnancy Discrimination Act of 1978
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Application
Answer Location: Pregnancy Discrimination Act (PDA) of 1978
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
59. According to the Pregnancy Discrimination Act of 1978, employers are required to treat pregnancy as any other ______.
A. medical condition
B. injury
C. complaint
D. accommodation
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Pregnancy Discrimination Act (PDA) of 1978
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
60. Sal and Elizabeth planning for the adoption of their son. They plan to request a leave from their jobs after the baby comes home. As a human resource professional, which act would you turn to for information?
A. Pregnancy Discrimination Act (PDA) of 1978
B. Americans with Disabilities Act of 1990
C. Family and Medical Leave Act (FMLA)
D. the Affordable Care Act (ACA)
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Application
Answer Location: Pregnancy Discrimination Act (PDA) of 1978
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
61. Which act applies to employers with 20 or more workers and prohibits discrimination based on age?
A. Age Discrimination in Employment Act of 1967 (ADEA)
B. American with Disabilities Act (ADA) of 1990
C. the Affordable Care Act (ACA)
D. Family and Medical Leave Act (FMLA)
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Age Discrimination in Employment Act of 1967(ADEA)
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
62. The Age Discrimination in Employment Act of 1967 applies to people aged ______ and older.
A. 40
B. 55
C. 60
D. 65
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Age Discrimination in Employment Act of 1967 (ADEA)
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
63. Charles believes he is experiencing age discrimination at work. Upon doing some research, he learns that the burden of proof is falls to ______.
A. employees
B. employers
C. human resource
D. managers
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Age Discrimination in Employment Act of 1967
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
64. Jack is 53-years-old and was in a car accident, hit his head, and now has issues with short-term memory that affects major life activities; however, if he writes things down he can perform his job functions without issues. His manager finds it frustrating that Jack needs to stop to write things down and changes the kind of work he is assigned. As a human resource professional, where would you turn to for information about how to support Jack?
A. the Affordable Care Act
B. Americans with Disabilities Act of 1990
C. Age Discrimination in Employment Act of 1967
D. Family and Medical Leave Act
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Application
Answer Location: Americans With Disabilities Act (ADA) of 1990
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
65. Florence refuses to answer a question on a job application about her family’s medical history. The employer tells her that if she does not complete the application in its entirety, she will not be considered for the job. Which act covers Florence’s claim of discrimination?
A. Americans with Disabilities Act (ADA) of 1990
B. the Affordable Care Act (ACA)
C. Genetic Information Nondiscrimination Act (GINA) of 2008
D. Family and Medical Leave Act (FMLA)
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Genetic Information Nondiscrimination Act (GINA) of 2008
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
66. Julie finds out that her pay has been lagging her male peers, even those with less seniority, for some time now. In addition to Title VII, which other law will you want to look at to fully address Julie’s claim?
A. the Affordable Care Act
B. Lilly Ledbetter Fair Pay Act of 2009
C. the Age Discrimination in Employment Act of 1967
D. Affirmative Action
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Application
Answer Location: Lilly Ledbetter Fair Pay Act of 2009
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
67. Before the ______, pay discrimination claims had to be filed within 180 days of the discriminatory act. Now, the 180-day clock restarts with each paycheck, allowing employees to file a claim after they find out that discrimination occurred.
A. Uniform Guidelines on Employee Selection Procedures
B. Civil Rights Act of 1991
C. Lilly Ledbetter Fair Pay Act of 2009
D. the Genetic Information Nondiscrimination Act (GINA) of 2008
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Lilly Ledbetter Fair Pay Act of 2009
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
68. As a human resource professional, it is important to know that the Equal Employment Opportunity Commission views protection against gender identity and sexual orientation discrimination as part of ______, even if the U.S. Department of Justice does not endorse this view.
A. the LGBTQ Act
B. the Affordable Care Act
C. the Title VII’s sex discrimination clause
D. the disparate impact
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Protections for LGBTQ Workers
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
69. ______ aim to increase hiring and labor participation of groups that suffered from past discrimination.
A. Bona fide occupational qualifications
B. Equitable reliefs
C. Affirmative Action Plans (AAPs)
D. Marginal functions
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Knowledge
Answer Location: Should Companies Use Affirmative Action?
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
70. Most companies shy away from Affirmative Action Plans due to their unpopularity based on myths about quotas and hiring people who are less qualified because they are part of an underrepresented group. Instead, most companies prefer to focus on ______.
A. diversity and inclusion
B. human resource analytics
C. protecting LGBTQ workers
D. essential job functions
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Comprehension
Answer Location: Should Companies Use Affirmative Action?
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
71. Seth, a human resource manager, wants to ensure that his team and the hiring managers at the company comply with the Equal Employment Opportunity Commission’s regulations. What is the first step he should take?
A. start documentation
B. develop an affirmative action plan
C. create policies
D. provide training about legal obligations
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Analysis
Answer Location: How to Comply With EEO Regulations
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
72. Each year, Peter’s team conducts a count of all full-time and part-time employees for each major job category and breaks the count down by ethnicity, race, and sex. What is the purpose in relation to meeting the expectations of the EEOC and OFCCP?
A. to keep track of the size of the company
B. to file an EEO-1 report
C. to ensure equal representation throughout the company
D. to report to the board of directors about inclusion practices
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Comprehension
Answer Location: How to Comply With EEO Regulations
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
73. While organizations are liable for unlawful harassment by supervisors, organizations may protect their employees and limit their legal liability by ______.
A. identifying vulnerable employees early on in their tenure
B. refusing to identify supervisors
C. establishing internal complaint procedures
D. developing affirmative action plans
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Comprehension
Answer Location: Internal Complaint Mechanisms
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
74. One type of internal audit that is used to achieve equity within an organization is a ______ audit.
A. tax
B. documentation
C. finance
D. pay
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Comprehension
Answer Location: Internal Audits
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
True/False
1. In 2017, the majority of the workforce was Caucasian.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Challenges and Benefits of Managing Diversity Effectively
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
2. There are only a couple minor legalities and best practices for organizations to consider about diversity.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Challenges and Benefits of Managing Diversity Effectively
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
3. A diverse work group may be a recipe for conflict and frustration.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
4. An inclusive environment respects everyone’s input regardless of differences.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Comprehension
Answer Location: Is Diversity Beneficial for Work Groups and Organizations?
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
5. Catherine is a new employee at KLM Company joining the human resource department. The human resource team is made of a diverse group of people. Catherine tendency to be drawn to Marjorie, a person of the same gender and race, is expected.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Similarity-Attraction
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
6. Carol is recruiting for a position in the information technology department. She calls Henry, an older applicant, and is surprised to learn the degree of his expertise in new and emerging technologies. This is an example of explicit stereotype.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Application
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
7. Confronting one’s own biases and becoming more aware of how hidden biases affect organizational decision-making is an essential first step in dealing with them.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
8. Removing identifiers from applications is a helpful way of reducing biases during the interview process.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Knowledge
Answer Location: Stereotypes and Unconscious Biases
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
9. A significant challenge for human resource professionals is keep up with the continuously changing legal landscape about diversity.
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Comprehension
Answer Location: An Overview of Equal Employment Opportunity Laws
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
10. If a woman is paid less than a man for the same work, it is up to the organization to explain why.
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kinds of employment decisions.
REF: Cognitive Domain: Knowledge
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Easy
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
11. Most civil rights legislation does not protect men from discrimination. There are separate laws prohibiting reverse discrimination.
KEY: Learning Objective: 4.3: Discuss the impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Comprehension
Answer Location: Title VII and religion
Difficulty Level: Medium
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
Essay
1. Examine the reasons why diversity and inclusion are still a challenge to achieve and ways to overcome the barriers.
KEY: Learning Objective: 4.1: Describe the challenges and benefits of diversity and inclusion in the workplace.
REF: Cognitive Domain: Analysis
Answer Location: Why Are Diversity and Inclusion Still Challenging to Achieve?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
2. Analyze how the Equal Pay Act of 1963 applies to businesses, what would precipitate a claim, and what the law covers.
KEY: Learning Objective: 4.2: Identify major U.S. laws pertaining to equal employment opportunity and how they apply to various kind of employment decisions.
REF: Cognitive Domain: Analysis
Answer Location: Equal Pay Act of 1963 (EPA)
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
3. Title VII prohibits two basic types of discrimination: disparate treatment and disparate impact. Define and differentiate between these two types of discrimination by providing examples.
KEY: Learning Objective: 4.3: Discuss the Impact of Title VII of the Civil Rights Act.
REF: Cognitive Domain: Analysis
Answer Location: What Is Discrimination Under Title VII?
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
4. Examine the Genetic Information Nondiscrimination Act of 2008 and its implications for employers.
KEY: Learning Objective: 4.4: Identify additional antidiscrimination acts and protections in the workplace.
REF: Cognitive Domain: Analysis
Answer Location: Genetic Information Nondiscrimination Act (GINA) of 2008
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
5. Show the relation between an internal complaint procedure to protect employees from discrimination and harassment and limiting an organization’s legal liability.
KEY: Learning Objective: 4.5: Recommend ways in which organizations can maintain legal compliance and address key analytical, legal, ethical, and global issues associated with diversity and inclusion in HRM.
REF: Cognitive Domain: Analysis
Answer Location: Internal Complaint Mechanisms
Difficulty Level: Hard
TOP: AACSB Standard: Diverse and multicultural work environments
SHRM: Diversity & Inclusion
Document Information
Connected Book
HR Management People Data & Analytics 1e | Test Bank by Talya Bauer
By Talya Bauer
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Chapter 2 HRM and Data-Driven Insights
DOCX Ch. 2
Chapter 3 Data Management And Human Resource Information Systems
DOCX Ch. 3
Chapter 4 Diversity, Inclusion, And Equal Employment Laws
DOCX Ch. 4 Current
Chapter 5 The Analysis And Design Of Work
DOCX Ch. 5
Chapter 6 Workforce Planning And Recruitment
DOCX Ch. 6