Deck 15: Valuing Workforce Diversity and Inclusion

Question 1

Older workers can defuse age bias by demonstrating up-to-date skills,flexibility,and reasonable pay expectations.

Answer 1

True

Question 2

Individuals generally form their self-images based on certain primary diversity dimensions of their own choosing.

Answer 2

False

Question 3

Individuals' prejudices toward one another tend to increase during times of economic prosperity.

Answer 3

False

Question 4

An individual's religious beliefs,health habits,and communication style are all secondary characteristics of diversity.

Question 5

Cutting off older workers from job-related training and career development opportunities is a form of subtle discrimination.

Question 6

Jon's coworkers feel that his sense of humor and some of his behaviors are very prejudicial.Most likely,Jon is also aware of his prejudices against others.

Question 7

Based on employment and income statistics,discrimination against people with physical disabilities has been virtually eliminated by the passage of the Americans with Disabilities Act of 1991.

Question 8

Race denotes a category of people who are perceived as distinctive on the basis of certain culturally inherited traits.

Question 9

One way you can eliminate subtle discrimination aimed at you personally is to excel in your work.

Question 10

Some race categories include people who vary greatly in terms of ethnic identity.

Question 11

Diversity training programs are most effective when they are mandatory and emphasize the consequences of discrimination.

Question 12

A bias in the workplace in favor of heterosexuality is motivated by homophobia.

Question 13

Clashes related to ethnocentrism are more likely to arise in a workplace with increased diversity.

Question 14

Less than 15% of Fortune 500 companies include sexual orientation in their antidiscrimination policies.

Question 15

Affirmative action initiatives have helped increase the number of minority students enrolled at top U.S.universities.

Question 16

Throughout life,we most often prejudge people based on their primary dimensions of diversity.

Question 17

The implementation of affirmative action policies eliminated the publication of job announcements.

Question 18

If you are a target of discrimination,your assertiveness can help to change people's attitudes.

Question 19

Well-planned and executed diversity training programs can promote harmony,reduce conflict,and help give the organization a competitive advantage.

Question 20

The most common and powerful stereotypes focus on observable personal attributes.

Question 21

People can easily be discriminated against based on race because​

A) ​race is a primary dimension of diversity that can't be changed.
B) ​racism is a conscious bias for most people.
C) ​genetic science supports the concept that racial differences exist.
D) ​people have direct experiences with people from different racial groups.

Question 22

As organizations enhance diversity,which employment practice should they adopt?​

A) ​Limit the race and gender of employees.
B) ​Recognize that subtle biases will always exist and not much can be done about them.
C) ​Develop a plan for actively recruiting employees from groups that are underrepresented in the organization.
D) ​All of these

Question 23

Based on the Americans with Disabilities Act,organizations may be deemed discriminatory to those with disabilities if they​

A) ​make special accommodations for accessing the workplace.
B) ​reject disabled applicants who,with or without accommodations,cannot perform essential job duties.
C) ​draw attention to various disabilities in a diversity training session.
D) ​terminate high-performing alcoholic employees.

Question 24

Which of the following is good example of subtle discrimination?​

A) ​Several 50- to 60-year-old employees are given early retirement packages so that the organization can grow by hiring double the number of young job applicants.
B) ​Management neglects to respond to an African-American employee's complaints about receiving harassing e-mails.
C) ​The department manager expects Dan,who is obese,to be slower and less accurate than other workers,and thus requires more frequent project updates from Dan.
D) ​The rest of Janice's management team is composed of men who schedule important meetings without her and limit her access to important documents.

Question 25

An individual demonstrates prejudice when he/she​

A) ​monitors and analyzes his/her stereotypical views.
B) ​takes a critical and honest look at myths about peoples.
C) ​is able to manage his/her ethnocentrism.
D) ​makes judgments without examining the facts.

Question 26

Kenneth's girlfriend accuses him of ethnocentrism.This means that Kenneth tends to

A) ​regard his own culture as better or more "correct" than other cultures.
B) ​believe that other cultures are better than his own.
C) ​display an attitude in favor of or against people based solely on primary or secondary dimensions.
D) ​make generalizations about all members of a particular group of people.

Question 27

Jeremy is 28 years old,white,single,well spoken,and well educated.He was laid off from his job 8 months ago,despite his history of excellent performance reviews during the 6 years he had worked for the organization,and has been unable to find another job.He is most likely being screened out by potential employers because​

A) ​he is male.
B) ​he is unemployed.
C) ​he is white.
D) ​he is unmarried.

Question 28

Which of the following is a secondary dimension of diversity?​

A) ​Gender
B) ​Religious beliefs
C) ​Physical abilities
D) ​Sexual orientation

Question 29

Which of the following is a point that supports affirmative action policies?

A) ​Affirmative action creates preferences.
B) ​Affirmative action does not involve employment selection tests.
C) ​The purpose of affirmative action is to promote equal consideration.
D) ​These policies require extensive training for interviewing prospective employees.

Question 30

Research suggests that as many as 50% of _____ working in science,engineering,and technology will eventually leave because of hostile work environments.

A) ​women
B) ​non-white males
C) ​homosexuals
D) ​low-income people

Question 31

Which of the following statements is true regarding age in the workplace?​

A) ​Older workers are unable to adapt to the changing workplace.
B) ​Older workers have a more difficult time understanding the latest technology.
C) ​Older workers are productive,cost-effective employees.
D) ​Older workers cost companies more in health benefits.

Question 32

Over recent years,the American economy has slipped into a recession.During an economic slump,people's prejudices​

A) ​tend to decrease as they work together to try to restore the economy.
B) ​may be rooted in their basic survival needs and therefore hard to eliminate.
C) ​surface only when heightened by an election or other significant political event.
D) ​are directed at those of a different socioeconomic class and do not involve race or ethnicity.

Question 33

Companies that seek a quick fix for their lack of employee diversity​

A) ​often create greater,not less,divisiveness among workers.
B) ​can achieve this through a one-day workshop that promotes the advantages of a diverse workforce.
C) ​can expect a long-term increase in their customer base as a result.
D) ​are most successful at embedding diversity within their business objectives.

Question 34

What does it mean to value diversity?​

A) ​Recognizing that everyone has differences
B) ​Behaving as though individual and cultural differences don't exist
C) ​Having an ethnically diverse management team in the organization
D) ​Anticipating that workforce diversity will provide a competitive advantage in the marketplace

Question 35

Which of the following pieces of advice would be least helpful to an organization whose diversity training efforts are ineffective?​

A) ​Offer incentives to middle managers who incorporate diversity initiatives into hiring,development,and promotion decisions.
B) ​Offer voluntary training that advances organizational goals.
C) ​Hold leadership responsible for modeling behaviors that support diversity.
D) ​Make training mandatory,primarily to avoid liability in diversity lawsuits.

Question 36

Affirmative action guidelines

A) ​were established to remedy the effects of past discrimination.
B) ​have limited access to jobs to certain protected groups of people.
C) ​require employers to strive for an imbalance in their work force.
D) ​celebrate the differences in the various groups protected by them.

Question 37

Which of the following is true regarding discrimination on the basis of sexual orientation?​

A) ​Because same-sex marriage is not legally recognized,high-profile companies do not provide medical benefits to same-sex partners.
B) ​It is becoming a larger issue as individuals are less willing to hide their orientation at work.
C) ​It is not an issue as it only affects a small portion of the working population.
D) ​Very few large companies are dealing with the issue;it is mostly addressed in small to medium-sized businesses where working relationships are closer.

Question 38

The process of creating an organizational culture where understanding is promoted (and tensions are defused) among employees who differ in age,race,gender,and religious beliefs is known as​

A) ​affirmative action.
B) ​the economics of valuing diversity.
C) ​managing diversity.
D) ​ethnocentrism.

Question 39

Which religious group faces unique challenges in the workplace due to their faith's requirements such as scheduled prayer,wearing of head scarves for women,and maintenance of facial hair for men?​

A) ​Jews
B) ​Muslims
C) ​Christians
D) ​Buddhists

Question 40

Rafael distrusts people with a New England accent because when he was a child,a person with that type of accent swindled his father in a car deal.This is an example of prejudice formed by

A) ​ethnocentrism.
B) ​cultural myopia.
C) ​childhood experience.
D) ​economic factors.

Question 41

__________________ within an organization is a state of being valued,respected,and supported so that one can achieve one's full potential.

Question 42

Upon arriving in a foreign country on a business trip,Maria thinks to herself "Wow.These people should take a lesson on hospitality from our people." Maria seems to be guilty of ____________________.

Question 43

What is unconscious bias,and how does it affect the workplace?

Question 44

Case 15.1
​
Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program.
​
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed.
​
Refer to Case 15.1.Joan's presentation on the possibility of people leaving,tension,and reduced productivity can all be grouped under the heading of

A) ​diversity conflict resolution and teambuilding.
B) ​subtle forms of discrimination and their consequences.
C) ​the economics of valuing diversity and inclusion.
D) ​the need for affirmative action.

Question 45

The 1964 Civil Rights Act established guidelines for the implementation of ____________________ in order to remedy the effects of past discrimination against groups protected under this law.

Question 46

Compare and contrast overt discrimination with subtle discrimination.

Question 47

What are the economic costs of not appropriately valuing diversity?​

Question 48

____________________ is the part of a person's identity that reflects the racial,religious,or cultural group to which the person belongs.

Question 49

Case 15.1
​
Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program.
​
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed.
​
Refer to Case 15.1.Jane's comments are an example of ____ prejudice.

A) ​gender
B) ​race
C) ​age
D) ​sexual orientation

Question 50

Case 15.1
​
Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program.
​
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed.
​
Refer to Case 15.1.Joan's closing is an example of what steps an organization can take to enhance diversity?

A) ​Review employment practices.
B) ​Create additional education programs.
C) ​Implement an affirmative action program.
D) ​Make a serious organizational commitment.

Question 51

Discuss the three major factors that contribute to the development of prejudice.

Question 52

Case 15.1
​
Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program.
​
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed.
​
Refer to Case 15.1.Bob's concerns are an example of​

A) ​a non-diversity related problem.
B) ​subtle discrimination based on secondary characteristics.
C) ​a violation of the Civil Rights Act of 1964.
D) ​what would normally be called the primary characteristics of diversity.

Question 53

The law known as the ____________________ (ADA) bans discrimination against workers with disabilities and requires employers to make "reasonable accommodations" for the workers' disabilities.

Question 54

Diversity consists of primary and secondary dimensions.Define these two terms,and offer three examples of each.Which dimensions and characteristics do you believe contribute most strongly to stereotypes?​

Question 55

Case 15.1
​
Topco,Inc.is a manufacturer of electric fans and other low-tech cooling devices.Joan is the HR director.She is conducting a workshop for her managers on valuing diversity and inclusion.In an open discussion about the managers' concerns on this topic,Bob says,"I don't care what someone's race or gender,or whatever,is.I just have a tough time with the soft,fat,college-educated kids who come in here and tell me how to do my job." Jane chimes in,"The real issue here is men's inability to relate to women,each other,and minorities.I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments,Joan continues with the training program.
​
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued,how an inappropriate joke creates tension,and how failure to value individual employees could even lead to lower productivity.She then moves on to brainstorming what each manager can do as an individual to enhance diversity.She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process,have clear business objectives that permit assessment,and be supported by managers at all levels if it is to succeed.
​
Refer to Case 15.1.What might be an economic cost for the company due to Bob's comment regarding "soft,fat,college-educated kids" who might be participating in the workshop?​

A) ​Comments received as an insult will create tension among these workers.
B) ​These employees will attempt to refute his statement by excelling in their work.
C) ​A possible loss of highly skilled workers from the company could occur.
D) ​There will be no economic cost as a result of his statement.

Question 56

The term "Asian" is a label for the ____________________ category that includes a wide range of groups,such as Vietnamese,Filipino,Chinese,and Korean,with distinct histories and languages.

Question 57

____________________ are premature opinions or judgments of people based solely on their primary or secondary traits.

Question 58

Health habits,religious beliefs,education and training,and family status are all known as ____________________ of diversity.

Question 59

To develop a culture that values and enhances diversity,organizations need ____________________ that give managers and employees the tools they need to work more effectively with one another regardless of their backgrounds.

Question 60

In many cases,a(n) ____________________ involves the false assumption that all members of a group share the same characteristics.

Question 61

How does the state of the economy affect prejudice? In what way does wealth inequity cause tension in America?

Question 62

Outline a comprehensive and effective diversity program for an organization.How will you ensure its success?

Question 63

What four elements are the points of focus for a company culture that enhances retention of diverse employees?​

Question 64

Do you feel affirmative action is discriminatory? Discuss the controversy and explain how you feel affirmative action can make a positive or negative impact in the educational and business worlds.

Question 65

Imagine you or your friend or coworker is being discriminated against at work.What comprehensive advice would you offer him or her?