Question 1

According to Goss (1994) the short-term approach to equal opportunities is focused on?&#10;A) Creating a good organizational image&#10;B) Ignoring legislation&#10;C) Maximizing the pool of potential organizational members&#10;D) Complying with legislation

Accepted Answer

The short-term approach to equal opportunities is focused on complying with legislation, as mentioned in Goss's (1994) work. This approach may involve implementing policies and practices that meet the minimum legal requirements for ensuring equal opportunities, as opposed to more comprehensive and strategic initiatives aimed at maximizing the pool of potential organizational members or creating a good organizational image. Ignoring legislation would not be a recommended approach, as it can lead to legal and reputational risks for the organization.

Question 2

Which of the following factors may be considered to be equal opportunity issues?&#10;A) Race/ethnicity&#10;B) Sex&#10;C) Sexuality&#10;D) Political affiliation

Accepted Answer

Race/ethnicity, sex, and sexuality are all characteristics that have historically led to discrimination and unequal treatment in opportunity. Political affiliation, on the other hand, is not a protected characteristic under equal opportunity laws.

Question 3

The 2011 report that considerd the under-representation of women on boards of directors in the UK was the?&#10;A) David Report&#10;B) Dennis Report&#10;C) Daniel Report&#10;D) Davies Report

Accepted Answer

The report that considered the under-representation of women on boards of directors in the UK was called the Davies Report, published in 2011.

Question 4

Race for Opportunity is the organization responsible for addressing discrimination directed towards?&#10;A) Women workers&#10;B) Gay and lesbian workers&#10;C) Black, Asian and minority ethnic workers&#10;D) The under-representation of migrant workers in management posts

Accepted Answer

Race for Opportunity specifically addresses discrimination directed towards Black, Asian and minority ethnic workers.

Question 5

The scheme that demonstrates that organizations are positive about disabled workers is the?&#10;A) Blue badge scheme&#10;B) The Work for all scheme&#10;C) The 'two-ticks' scheme&#10;D) The Capability not disability scheme

Accepted Answer

The 'two-ticks' scheme is a well-known scheme in the UK that encourages organizations to demonstrate their positive attitude towards disabled workers by committing to taking positive action to employ, retain and develop disabled employees. It is a symbol used by employers to show that they are positive about employing disabled people and is awarded to employers who have made commitments to employing people with disabilities beyond their legal obligations. The Blue Badge scheme is a scheme for disabled people allowing them to park close to their destination while the other two options, "Work for all" and "Capability not disability" scheme, are not well-known schemes related to disabled employees.

Question 6

Common misperceptions about older workers include?&#10;A) They want to retire&#10;B) They are reluctant to change&#10;C) They are inflexible&#10;D) They are credible with younger customers

Accepted Answer

While it is true that some older workers may want to retire, it is a misperception to generalize this for all older workers. However, research shows that older workers tend to be more reliable, experienced, and committed to their jobs. On the other hand, there is some truth in the perception that older workers may be reluctant to change and inflexible, but this is not always the case. It largely depends on the individual's personality and work experience. Additionally, older workers may not be as credible with younger customers as younger workers who may share similar interests and experiences with them.

Question 7

The name of the act that consolidated previous legislation against discrimination in the UK is the?&#10;A) Human Rights Act&#10;B) Equal Opportunities Act&#10;C) Equality and Human Rights Act&#10;D) Equality Act

Accepted Answer

The correct name of the act that consolidated previous legislation against discrimination in the UK is the Equality Act. It was implemented in 2010 and it combines previous equalities legislation into one law, providing protection from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The options A, B, and C are not correct because they do not reflect the specific name of this act.

Question 8

Reasonable adjustment' refers to?&#10;A) How organizations adjust their workforce to reflect society&#10;B) How the law seeks to regulate equality in the workplace&#10;C) How many people with disabilities work in the organization&#10;D) Proactively overcoming potential impairments facing people with disabilities in the workplace

Accepted Answer

Reasonable adjustment refers to proactively overcoming potential impairments facing people with disabilities in the workplace. It is about making adjustments to allow people with disabilities to perform their job in the same way as people without disabilities, without being at a disadvantage. It is a legal requirement under the Equality Act 2010 in the UK.

Question 9

Countries that have some elements of positive/reverse discrimination include?&#10;A) US&#10;B) UK&#10;C) Norway&#10;D) All of the above

Accepted Answer

The answer of Countries that have some elements of positive/reverse...

Question 10

What is the key difference between Equal Opportunities (EO) and Managing Diversity?&#10;A) Managing Diversity is focused on specifc groups in the labour market&#10;B) Managing Diversity is driven by a business case&#10;C) Managing Diversity relies on positive discrimination&#10;D) Managing Diversity relies on legislation

Accepted Answer

The key difference between Equal Opportunities and Managing Diversity is that Managing Diversity is driven by a business case, while Equal Opportunities is focused on treating everyone equally without discrimination. Managing Diversity recognizes the benefits that a diverse workforce can bring to a business and aims to create a culture of inclusion to leverage those benefits. It does not rely on positive discrimination or legislation but rather on valuing and leveraging the unique differences of employees.

Question 11

Kandola and Fullerton's (1998) MOSAIC of diversity includes?&#10;A) Missions and values&#10;B) Organizational diversity&#10;C) Support for gay and lesbian workers&#10;D) Individual focus

Accepted Answer

The answer of Kandola and Fullerton's (1998) MOSAIC of diversity...

Deck 6: Equal Opportunities and Managing Diversity