Question 1

Several court rulings have recognized that unconscious prejudice and bias ________.

Accepted Answer

The question implies that the court rulings have recognized the existence of unconscious prejudice and bias. Therefore, it is incorrect to choose options A, B, or C. Option D is the most accurate choice, as it refers to the recognition of unconscious prejudice and bias in terms of its impact on advancing women and people of color in the workplace.

Question 2

Court rulings have suggested that it is illegal to discriminate against women and people of color even if the discrimination is based on an unconscious bias.

Accepted Answer

This is true, as court rulings have established that unconscious bias can still lead to discrimination and is therefore illegal. Employers are responsible for creating a work environment that is free from discrimination, including discrimination based on unconscious biases.

Question 3

Luther, a blind computer programmer at a giant high-tech company, joins an employee network group of blind and visually impaired employees. Luther's goal is most likely to ________.

Accepted Answer

Luther's goal in joining the employee network group of blind and visually impaired employees is most likely to affiliate with other company workers who have visual problems. By doing so, Luther can find a sense of community and support, share tips and strategies for working with visual impairments, and potentially advocate for accommodations or changes within the company. The other choices do not align with Luther's goal of joining the employee network group.

Question 4

Thanks to advances in law and research about human behavior, employers now have clear-cut definitions covering almost all disabilities.

Accepted Answer

While there have been significant advances in law and research about human behavior, the definitions of disabilities remain broad and can vary, making it challenging to cover all disabilities with clear-cut definitions. This is because disabilities can range widely in type and severity, and new disabilities or conditions may emerge over time.

Question 5

An important aspect of building a diverse team is to select members from different educational backgrounds and business specialties.

Accepted Answer

By selecting members from different educational backgrounds and business specialties, a team can benefit from a wider range of skills, knowledge, and perspectives, which can lead to more creative ideas and better problem-solving. This can also help to mitigate the effects of groupthink, where homogeneous teams may be more susceptible to reaching consensus without critical evaluation of alternatives.

Question 6

Members of an employee network group are usually prohibited from making suggestions about products because an employee network group focuses on interpersonal relationships.

Accepted Answer

Employee network groups may make product suggestions as they are meant to represent employees and provide feedback on company policies and products. However, the main focus is on promoting positive relationships and supporting employee engagement within the workplace.

Question 7

A major purpose of affirmative action programs is to ________.

Accepted Answer

The major purpose of affirmative action programs is to correct past discriminatory practices by providing opportunities to members of groups that have historically been discriminated against in education, employment, and other areas.

Question 8

During a company picnic, marketing specialist Miriam tells the marketing vice president that she had been a man up until a few years ago. From a legal standpoint, the marketing vice president is advised to ________.

Accepted Answer

In this situation, the marketing vice president should simply acknowledge the fact and take no action. Gender identity is a protected characteristic under anti-discrimination laws, and Miriam's gender identity should have no bearing on her job performance. Assigning Miriam to a job that does not require customer contact would be discriminatory, and investigating how Miriam applied could lead to potential discrimination claims. Sending Miriam to diversity training would also not be appropriate as it implies that Miriam is the one who needs to change, rather than the company's policies and attitudes.

Question 9

A major thrust of affirmative action programs is to encourage employers to correct past discriminatory practices.

Accepted Answer

Affirmative action programs aim to address and correct past discrimination by providing equal opportunity to historically disadvantaged or underrepresented groups in employment, education, and other areas. It promotes diversity and inclusion in the workforce and helps to eliminate barriers that may have previously prevented equal access to opportunities.

Question 10

As a general rule, an American company that wants to match organization diversity with community diversity should have a workforce composed of one-fourth Caucasians, one-fourth African-Americans, one-fourth Latinos, and one-fourth Asian-Americans.

Accepted Answer

There is no one-size-fits-all answer to achieving diversity in the workplace, and it is not appropriate to rely on quotas or formulas to dictate the makeup of a workforce. Diversity efforts should prioritize creating a culture of inclusivity and equity, and companies should work to attract and retain employees of diverse backgrounds, talents, and perspectives, but without prescribing specific percentages or quotas. Additionally, community diversity varies greatly depending on location, and attempting to match community diversity may not always be feasible or necessary.

Quiz 13: Diversity and Cross-Cultural Competence