Question 1

The Supreme Court has consistently held that states' rights prevail over civil rights.

Accepted Answer

This statement is false. The Supreme Court has consistently upheld civil rights and has often made decisions expanding civil rights protections. While there have been cases where the Court has limited federal authority and reinforced the concept of states' rights, this does not mean that states' rights always prevail over civil rights.

Question 2

The Civil Rights Act of 1964 protects against sex discrimination people who have changed their sex.

Accepted Answer

The Civil Rights Act of 1964 protects against sex discrimination for all individuals, including those who have changed their sex or are in the process of doing so. This was confirmed by a landmark Supreme Court decision in 2020 (Bostock v. Clayton County).

Question 3

By definition,sexual harassment cannot take place between two parties of the same sex.

Accepted Answer

Sexual harassment can occur between individuals of different or the same sex, as it is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

Question 4

Customer racial preference of employees is a justifiable reason for a firm to discriminate based on race.

Accepted Answer

Discrimination based on race is illegal and unethical, regardless of customer preference. All individuals should be given equal opportunities regardless of their race. A company should focus on providing excellent customer service and hiring the best qualified employees rather than catering to discriminatory preferences.

Question 5

The Americans with Disabilities Act of 1990 was the most significant labor and employment statute to be enacted in the past 40 years.

Accepted Answer

The Americans with Disabilities Act of 1990 was a landmark civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment. It is widely considered to be one of the most important pieces of legislation passed in the area of labor and employment in the past several decades.

Question 6

Age discrimination statues protect those people who are 50 years old and older.

Accepted Answer

Age discrimination statutes, such as the Age Discrimination in Employment Act (ADEA) in the United States, protect individuals who are 40 years of age or older from employment discrimination based on age.

Question 7

The Pregnancy Discrimination Act of 1978 requires employers to provide preferential treatment to pregnant women.

Accepted Answer

The Pregnancy Discrimination Act of 1978 prohibits discrimination against pregnant employees but does not require preferential treatment. Employers are required to treat pregnant employees the same as other employees in regards to job opportunities, benefits, and leave policies.

Question 8

The first antidiscrimination law in the United States was the Civil Rights Act of 1964.

Accepted Answer

The first antidiscrimination law in the United States was the Civil Rights Act of 1866, which aimed to protect the civil rights of African Americans in the aftermath of the Civil War.

Question 9

Governments have been faster than corporations in instituting protections for transgender employees.

Accepted Answer

Corporations, particularly those in progressive sectors or with a strong focus on diversity and inclusion, have often been quicker to adopt policies protecting transgender employees than many governments.

Question 10

The category of people labeled as Hispanic is actually a very diverse group.

Accepted Answer

The term "Hispanic" refers to people with roots in Spain or Spanish-speaking countries, but the group includes people from diverse ethnic and racial backgrounds and cultural traditions. It encompasses people from countries such as Mexico, Puerto Rico, Cuba, Dominican Republic, and many other countries in Latin America and the Caribbean, each with their own unique histories, languages, and cultural traits.

Question 11

One challenge for business will be to assimilate an increasingly diverse workforce.

Accepted Answer

As the workforce becomes more diverse, businesses will need to work on inclusion and ensure that everyone feels welcome and valued in the workplace. This may involve implementing new policies and programs to support diversity, as well as ensuring that hiring practices are inclusive and bias-free.

Question 12

Either a man or a woman can be the victim of sexual harassment.

Accepted Answer

Sexual harassment can happen to anyone regardless of gender.

Question 13

Based on recent Supreme Court decisions,it is clear that affmnative action will be abolished in this decade.

Accepted Answer

There is no clear consensus on whether affirmative action will be abolished in this decade. While some recent Supreme Court decisions have narrowed the scope of affirmative action policies, they have not outright abolished them. It is possible that future decisions may continue to limit affirmative action, but it is also possible that they may uphold or even expand upon current policies.

Question 14

Researchers have recently determined that the lower pay women receive is due to the additional time they take off from the workforce,when compared to men.

Accepted Answer

The pay gap between men and women cannot be solely attributed to time off work, as even when women work full-time consistently they still earn less than men. Other factors such as discrimination and a lack of representation in high-paying industries also contribute to the pay gap.

Question 15

When people discuss affmnative action today,they are generally referring to some type of "hard" preferential hiring.

Accepted Answer

Affirmative action today often refers to the use of quotas or other forms of preferential treatment in hiring or admissions processes, which is considered a "hard" form of affirmative action.

Question 16

Some affirmative action postures are noted as "soft" or "weak."

Accepted Answer

Some affirmative action postures are indeed considered "soft" or "weak" because they lack concrete measures to address inequalities and promote diversity. These may include measures such as voluntary recruitment goals or diversity training, which may not have a significant impact on creating more opportunities for underrepresented groups.

Question 17

Disparate impact forms of discrimination are not illegal if they are business- or job-related necessities.

Accepted Answer

Disparate impact discrimination can be legal if the employer can demonstrate that the practice in question is a "business necessity" or is job-related and consistent with business necessity.

Question 18

The American dream is based on equal opportunity.

Accepted Answer

The traditional concept of the American Dream is based on the idea that anyone, regardless of their background or social status, can achieve success and prosperity through hard work, determination, and equal opportunity. However, the extent to which this ideal is realized in practice is a matter of ongoing debate and discussion.

Question 19

Inequality exists entirely because of racism.

Accepted Answer

While racism is certainly a significant factor in perpetuating inequality, it is not the only factor. Other factors include socio-economic status, political power, gender, sexual orientation, and more.

Question 20

The Equal Employment Opportunity Commission receives and investigates employment discrimination charges and complaints.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is responsible for receiving and investigating employment discrimination charges and complaints filed against employers or organizations.

Quiz 19: E1nploy 1ncnt Discrhnination and Affir1native Action