In the taste-for-discrimination model,

Question

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The taste-for-discrimination model suggests that discriminatory employers believe that employing nonpreferred-race workers adds to their costs. They may perceive these workers as less productive or less reliable, despite evidence to the contrary. This mindset leads to discriminatory hiring practices and limits opportunities for qualified workers from certain racial or ethnic groups.

Answer: B 
 In the taste-for-discrimination model, individual workers are judged based on the characteristics of the groups to which they belong. This type of discrimination can occur even if the individual worker has no control over these characteristics, such as their race, gender, or sexual orientation. For example, an employer may assume that all women are less capable of physical labor or leadership roles, regardless of an individual woman's qualifications or experience.

Answer: D 
 While it is true that the taste-for-discrimination model can lead to limited job opportunities for women and minorities, this statement is more accurate in the context of occupational segregation. Occupational segregation refers to the tendency for certain groups to be concentrated in particular occupations or industries, often due to discriminatory hiring practices or limited access to education and training opportunities. Women and minorities have historically been underrepresented in higher-paying, male-dominated fields such as STEM and finance, while overrepresented in lower-paying, service-oriented jobs.

In the Taste-For-Discrimination Model