Complete Test Bank Equality, Diversity And Inclusion Ch.13

Chapter 13: Equality, diversity and inclusion

Test Bank

Type: fill-in-blank

Title: Chapter 13 Question 01

1) The tendency for men to be over-represented in higher paying roles in an organization, and for women to be found in greater numbers in lower-paying roles is known as the gender pay ____

Type: multiple response question

Title: Chapter 13 Question 03

3) Which of the following are purposes for which equal opportunities forms (and the data that they generate) are used? Please select all that apply.

a. To identify which groups are under-represented within an organization.

b. To demonstrate compliance with equalities legislation.

c. To make employment decisions about an individual candidate.

d. To evaluate how fairly organizational processes, such as recruitment and selection, treat people from different protected characteristics.

Type: true-false

Title: Chapter 13 Question 04

4) It is sometimes legal to offer extra help in the labour market to people based on their membership of a protected characteristic, even if this means they might be treated differently to other people.

a. True

b. False

Type: multiple response question

Title: Chapter 13 Question 05

5) Which of the following evaluations are true of the equalities approach? Please select all that apply.

a. It always guarantees equality of outcome

b. It categorises people into very broad identity groups

c. It takes a surface-level approach

d. It is often based around legal compliance

Type: fill-in-blank

Title: Chapter 13 Question 06

6) Where equalities policies are based on a principle of sameness, diversity policies are based in a principle of _____

Type: multiple response question

Title: Chapter 13 Question 07

7) Which of the following are layers of diversity as shown on the ‘diversity wheel’ (Loden and Rosener, 1990)? Select all that apply

a. Internal dimensions

b. Personality

c. Organizational dimensions

d. Legal compliance

Type: true-false

Title: Chapter 13 Question 08

8) According to the business case for diversity, diversity initiatives always come at a cost to the organization

a. True

b. False

Type: matching question

Title: Chapter 13 Question 09

9) Match the following types of diversity initiative to their description

Type: fill-in-blank

Title: Chapter 13 Question 10

10) A mainstream approach to diversity tends to focus on the business case for diversity, whereas a _____ approach tends to focus on the perspective of the marginalised groups.

Type: fill-in-blank

Type: multiple response question

Title: Chapter 13 Question 14

14) Which of the following did Doreen Lawrence find to be elements of structural inequality which led to members of some ethnic and racial groups having a greater exposure to the risk of Covid-19? Select all that apply.

a. Occupational concentration in high-risk settings such as factories and hospitals

b. Living in overcrowded housing

c. New policies on Covid vaccine priorities

d. Workplace equality and diversity policies

Type: true-false

Title: Chapter 13 Question 15

15) For Sara Ahmed, a comprehensive equality and diversity policy is all that is required for people of all identity groups to feel included within an organization.

a. True

b. False

Type: multiple choice question

Title: Chapter 13 Question 16

16) A worker from a working-class background who originally went to a comprehensive school has been appointed to work in the civil service, where most of their co-workers are from middle class backgrounds and attended public schools. Whilst the worker has been appointed on the basis of their skills and qualifications, they feel that they also have to adjust their accent to sound more middle class and to hide their working-class regional accent in order to fit in with the culture of the organizations. Which element of Shore et al’s (2011) framework for inclusion best describes this?

a. Exclusion

b. Differentiation

c. Assimilation

d. Inclusion

Type: matching question

Title: Chapter 13 Question 17

17) Match the following aspects of Shore et al’s (2011) framework for inclusion with their description.