Question 1

There has been little direct evidence of racial or ethnic discrimination in the workplace in recent years.

Accepted Answer

While progress has been made towards reducing workplace discrimination, studies and reports continue to show ongoing instances of racial and ethnic discrimination in hiring, promotions, and pay. Therefore, the statement that there has been little direct evidence of discrimination in recent years is false.

Question 2

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences,so that the diversity within the company matches the diversity found among primary stakeholders,such as customers,suppliers,and local communities.

Accepted Answer

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Question 3

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Accepted Answer

The discrimination and fairness paradigm emphasizes on fair treatment of employees and elimination of biases based on demographic differences, thereby increasing diversity in the workplace. Hence, it leads to fairer treatment and increases demographic diversity.

Question 4

Reasonable accommodations for workers with disabilities include assistive technology.

Accepted Answer

Reasonable accommodations for workers with disabilities include assistive technology. This can include software, devices, or equipment that helps individuals with disabilities perform their job duties. Examples of assistive technology include screen readers, voice recognition software, and adaptive keyboards.

Question 5

A disability is defined as an activity limitation or participation restriction associated with a physical or mental condition or health problem.

Accepted Answer

This is the definition provided by the World Health Organization (WHO) in their International Classification of Functioning, Disability and Health (ICF).

Question 6

Conscientiousness is the degree to which someone is cooperative,polite,flexible,forgiving,good-natured,tolerant,and trusting.

Accepted Answer

While conscientiousness does involve traits such as being cooperative and trusting, those listed in the statement are not necessarily all aspects of conscientiousness. These characteristics may be more commonly associated with agreeableness or other personality traits.

Question 7

What is employment equity and how does it fundamentally differ from diversity?

Accepted Answer

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Question 8

Women and visible minorities benefit from increased promotion opportunities when organizations provide more training and development opportunities.

Accepted Answer

Research has shown that providing more training and development opportunities can help address the promotion and advancement gaps experienced by women and visible minorities in the workplace. By increasing their skills and knowledge, these employees may become more attractive candidates for higher-level positions and have greater access to promotional opportunities.

Question 9

Among the paradigms for managing diversity,only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Accepted Answer

The learning and effectiveness paradigm recognizes the importance of addressing deep-level diversity differences in addition to surface-level diversity to create an inclusive and productive work environment. Other paradigms may primarily focus on surface-level diversity or legal compliance.

Question 10

All organizations are required to submit employment equity statistics annually to the federal government.

Accepted Answer

Not all organizations are required to submit employment equity statistics annually to the federal government; this requirement typically applies to federally regulated industries, public sector employers, and private sector employers with a certain number of employees or more, depending on the country's specific laws and regulations.

Question 11

The three different methods or paradigms for managing diversity are the discrimination and fairness paradigm,the access and legitimacy paradigm,and the learning and effectiveness paradigm.

Accepted Answer

This statement is true. The discrimination and fairness paradigm focuses on equal treatment and eliminating discrimination, the access and legitimacy paradigm focuses on representation and meeting legal requirements, and the learning and effectiveness paradigm focuses on utilizing diversity to enhance organizational performance.

Question 12

If managed properly,the shift from surface- to deep-level diversity can result in reduced prejudice and conflict,and lead to stronger social integration.

Accepted Answer

This statement is true. Deep-level diversity refers to differences in beliefs, values, and attitudes, whereas surface-level diversity refers to visible differences such as age, gender, or race. When individuals recognize and appreciate the different perspectives and experiences that deep-level diversity brings, it can promote greater understanding and a stronger sense of community. This can result in reduced prejudice and conflict and lead to stronger social integration. However, this requires effective management and communication strategies to facilitate the process.

Question 13

The two basic types of diversity training are cultural training and attitude-based diversity training.

Accepted Answer

The two basic types of diversity training are skills-based training and awareness-based training. Cultural training and attitude-based diversity training fall under awareness-based training.

Question 14

The first benefit of the learning and effectiveness diversity paradigm is that it values common ground.

Accepted Answer

The learning and effectiveness diversity paradigm recognizes and values common ground among individuals with different backgrounds and experiences. It emphasizes the importance of finding shared goals and objectives in order to build effective and collaborative teams.

Question 15

What is diversity? Briefly explain why it is an important issue for contemporary business.

Accepted Answer

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Question 16

Why does diversity make good business sense?

Accepted Answer

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Question 17

Activity-based diversity training teaches employees the practical skills they need for managing a diverse workforce,such as flexibility and adaptability,negotiation,problem solving,and conflict resolution.

Accepted Answer

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Question 18

Whereas men's careers and job choices are often driven by the search for higher pay and advancement,women are more likely to choose jobs or careers that also give them the greater sense of accomplishment,more control over their work schedules,and easier movement in and out of the workplace.

Accepted Answer

This statement is true based on research and surveys conducted on employment and career choices made by men and women. Men are more likely to prioritize higher pay and career advancement, while women value a sense of accomplishment, control over their work schedule, and work-life balance.

Question 19

The Big Five dimensions of personality are autonomy,Machiavellianism,empathy,locus of control,and affectivity.

Accepted Answer

The Big Five dimensions of personality are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Autonomy, Machiavellianism, empathy, locus of control, and affectivity are not part of the Big Five.

Question 20

In diversity pairing,people of different cultural backgrounds are paired for mentoring.

Accepted Answer

Diversity pairing involves pairing individuals from different cultural backgrounds for mentoring purposes in order to promote cross-cultural communication and understanding.

Quiz 11: Managing Individuals and a Diverse Workforce