Question 1

Supplier diversity programs benefit the community by
A)Decreasing taxes.
B)Supporting businesses that are owned by diverse people.
C)Increasing imports.
D)Lowering the crime rate.

Accepted Answer

Supplier diversity programs support businesses that are owned by diverse people, including women, minorities, and veterans. These programs help to promote economic growth and create job opportunities within these communities. This benefits the community by providing more options for goods and services and promoting a more inclusive economy. It does not necessarily decrease taxes, increase imports, or lower the crime rate.

Question 2

The intercultural approach to diversity training
A)Stresses diversity and human resource law.
B)Explores the differences between cultural world views.
C)Is focused on helping diverse workers assimilate into the dominant culture.
D)Helps employees to understand the business case for diversity perspective.

Accepted Answer

The intercultural approach to diversity training explores the differences between cultural world views, emphasizing the importance of understanding and respecting other cultures. It goes beyond simply focusing on human resource law and assimilation into a dominant culture, and also includes the business case for diversity perspective. However, option A only focuses on diversity and human resource law, while option C only focuses on assimilation, and option D only focuses on the business case for diversity.

Question 3

Tier II suppliers are usually owned by women, minorities, veterans, people with disabilities and
A)Always offer the cheapest prices.
B)Are known for having the best quality products.
C)Provide goods and services to Tier I organizations.
D)Provide second rate products and services.

Accepted Answer

Tier II suppliers provide goods and services to Tier I organizations, which are typically larger companies that have contracts with the government or other big corporations. While they may not always offer the cheapest prices, they are often owned by women, minorities, veterans, people with disabilities who are looking to grow their businesses and expand their reach within the industry. This diversity can lead to unique perspectives and approaches in terms of products and services, which can ultimately benefit both the Tier I organizations and the Tier II suppliers themselves.

Question 4

Many organizations that do not offer flexible work programs for mature workers avoid doing so because
A)The number of older people who want to work is declining rapidly.
B)These programs are never cost effective.
C)They fear age discrimination lawsuits.
D)It is difficult to find experienced and qualified mature employees.

Accepted Answer

Many organizations are hesitant to offer flexible work programs for mature workers because they fear age discrimination lawsuits. They may be concerned that implementing such programs could be seen as discriminatory against younger workers, or that mature workers may eventually require accommodations that the organization may not be able to provide. This fear of legal repercussions often outweighs any potential benefits to the organization or the mature workers themselves.

Question 5

A training approach that utilizes Anti-Racism/Anti-Oppression theory is favored by the author because
A)It is the most economical program to deliver.
B)It can be easily offered in a web-based format.
C)It can help to build social change.
D)It focuses on race and gender and these are the most prevalent areas of discrimination

Accepted Answer

Anti-Racism/Anti-Oppression theory helps build social change by addressing systemic issues and promoting equality for all marginalized groups, not just focused on race and gender alone. While it may not be the most economical or easily delivered program, it is effective in promoting lasting change.

Question 6

Why is work-life balance an increasingly important issue in today's workforce?
A)Because more fathers are involved in childrearing
B)Because more people are responsible for caring for an elderly relative
C)Because people are working longer
D)All of the above are reasons that work-life-balance is important to today's workers.

Accepted Answer

All three options (more involved fathers, increased responsibility for caring for elderly relatives, and longer work hours) are contributing factors to the growing importance of work-life balance in today's workforce. As individuals juggle their personal and professional responsibilities, they are seeking out employers who offer flexible schedules, remote work options, and other benefits that support work-life balance. Additionally, research has shown that employees who have a better work-life balance tend to be happier and more productive, which benefits both the individual and the company they work for.

Question 7

Phased retirement programs
A)Retain current employees and allow them to gradually retire by reducing their hours.
B)Recruit new employees in phases throughout the year.
C)Phases in new workers.
D)Are illegal because of the provisions of the Social Security program.

Accepted Answer

Phased retirement programs allow current employees to gradually transition into retirement by reducing their hours instead of completely stopping work. This can be beneficial for both the employer and the employee as it allows for knowledge transfer and continuity of work. The other options listed do not accurately describe phased retirement programs.

Question 8

Which of the following is not true about well-managed supplier diversity programs?
A)Corporations should buy from women and minority owned businesses even if these companies charge more and produce inferior products.
B)The ownership of the supplying business should be verified by an external independent agency.
C)Well run supplier diversity programs can benefit the purchasing organization by providing inroads to new markets and ideas for new products.
D)There should be ongoing assessment of policies and procedures.

Accepted Answer

Well-managed supplier diversity programs prioritize the quality and competitiveness of products and services, regardless of the ownership of the supplying business. The goal is to foster a diverse supplier base without sacrificing quality or value for the purchasing organization.

Question 9

The most successful ERGs have all except which of the following in common?
A)Membership dues
B)Membership is open to any employees with an interest.
C)Linking the corporation with community groups
D)Serving as a source for recruiting diverse employees

Accepted Answer

Membership dues are not a common factor among successful ERGs. Membership being open to any employees with an interest, linking the corporation with community groups, and serving as a source for recruiting diverse employees are all common factors among successful ERGs.

Question 10

Which of the following is not true about the managing diversity and inclusion approach to training
A)It is declining in popularity because it does not clarify how diversity impacts the bottom line.
B)It offers less emphasis than other approaches on understanding one's personal stereotypes and prejudices.
C)It aligns with the business case for diversity model.
D)This approach is driven by the changing demographics in the U.S. and the impact that this will have on changing consumer markets and employee recruitment.

Accepted Answer

The managing diversity and inclusion approach is not declining in popularity; in fact, it is increasingly recognized as important for business success and is often linked to the business case for diversity.

Question 11

The Family Medical Leave Act
A)Requires United States employers to grant limited paid time off for family emergencies.
B)Is more progressive than the work-life balance legislation in most European countries.
C)Allows parents and care-givers unpaid time off for family emergencies.
D)Has recently been amended to include men and fathers under its provisions.

Accepted Answer

The Family Medical Leave Act allows eligible employees (who have worked for the employer for at least 12 months and 1,250 hours) to take up to 12 weeks of unpaid leave in a 12-month period for family emergencies, such as the birth or adoption of a child, or to care for a spouse, child, or parent with a serious health condition. It does not require employers to provide paid time off.

Question 12

Corporate philanthropy benefits organizations by
A)Providing tax breaks.
B)Promoting good will and a positive public image.
C)Helping to attract more employees.
D)All of the above.

Accepted Answer

Corporate philanthropy provides multiple benefits to organizations, including tax breaks, promoting a positive public image that can attract more customers and employees. Therefore, all of the options mentioned above are correct.

Question 13

In terms of work-life balance and flexible work schedules the "implementation gap" refers to
A)The amount of time it takes to change corporate policies.
B)The number of employees who opt for flexible schedules.
C)The resistance of organizational cultures to change to meet the needs of today's employees.
D)Not allowing men time off for childcare needs.

Accepted Answer

The "implementation gap" refers to the resistance of organizational cultures to change to meet the needs of today's employees. It is the gap between the desire to have work-life balance and flexible work schedules and the actual availability and implementation of such policies within an organization. It can take time to change corporate policies, but it is not necessarily the only factor contributing to the implementation gap. The number of employees opting for flexible schedules or not allowing men time off for childcare needs are also not the main factors contributing to the implementation gap.

Question 14

If you attend a training session that features the Prejudice Reduction approach, you might experience all except which of the following?
A)People sharing stories about how they have been discriminated against
B)A realization that everyone is different and can add value to the workplace
C)Expressions of emotion and guilt
D)An orientation towards the past

Accepted Answer

The answer of If you attend a training session that...

Question 15

Which of the following is not a reason that mature workers want to continue working past traditional retirement ages?
A)To produce additional income
B)To minimize their tax obligations
C)To stay active
D)To maintain social contact with others

Accepted Answer

While many mature workers continue to work past traditional retirement ages to produce additional income, stay active, and maintain social contact with others, minimizing tax obligations is not typically a primary reason for wanting to continue working.

Question 16

For an organization, which of the following is not a business argument for developing more flexible work policies?
A)Offering such programs can help an organization recruit better employees.
B)There are corporate tax benefits when a company offers flexible schedules.
C)Flexible work programs decrease employee stress and absenteeism.
D)Meeting employee needs for work-life balance can result in more motivated and productive workers.

Accepted Answer

Corporate tax benefits are not a business argument for developing more flexible work policies. Other arguments include recruiting better employees, decreasing employee stress and absenteeism, and improving employee motivation and productivity through work-life balance.

Question 17

The annual cost of employee absences, turnover, time lost, etc., due to care-giving responsibilities in the United States is estimated to cost employers approximately _____________.
A)17.1 billion dollars
B)12 million dollars
C)3 billion dollars
D)150 million dollars

Accepted Answer

The annual cost of employee absences, turnover, time lost, etc., due to caregiving responsibilities in the United States is estimated to cost employers approximately 17.1 billion dollars. This high figure reflects the significant impact that caregiving responsibilities can have on the workforce, including decreased productivity and increased costs for businesses.

Question 18

If a trainer is using a Legal Compliance approach, she would
A)Be more apt to stress how to overcome one's biases.
B)Be presenting material on the financial gains from effective diversity programs
C)Train employees about how to control hiring and recruitment practices to avoid lawsuits.
D)Do all of the above.

Accepted Answer

A Legal Compliance approach focuses on ensuring that the organization is following all relevant laws and regulations, which includes hiring and recruitment practices. The trainer will likely provide information and guidance on how to control these practices to avoid lawsuits. While overcoming biases and presenting financial gains of diversity programs may also be important, they are not the primary focus of a Legal Compliance approach.

Question 19

More and more mature workers desire flexible work arrangements because
A)Even if they are employed, they no longer have Social Security deducted from their paychecks after sixty-six years of age.
B)They want more time for travel, family, hobbies, and volunteer work.
C)They want to make room in the workforce for younger employees.
D)All of the above are reasons that mature workers want flexible work arrangements.

Accepted Answer

As mature workers approach retirement age, they often desire more free time to pursue personal interests and spend time with family. Flexible work arrangements, such as part-time or remote work, can provide them with the desired work-life balance. While some mature workers may want to make room for younger employees, that is not the primary reason for their desire for flexibility. Social Security deductions do not relate to their desire for flexible work arrangements.

Question 20

Which of the following are true for the Age Discrimination in Employment Act (ADEA)?
A)This law protects workers over forty years of age from workplace discrimination.
B)This law applies to organizations with twenty or more employees.
C) This law forbids retaliation against workers who file age discrimination claims.
D)All of the above are true for the ADEA law.

Accepted Answer

All three statements are true for the Age Discrimination in Employment Act (ADEA). It covers workers over forty years of age, applies to organizations with twenty or more employees, and forbids retaliation against workers who file age discrimination claims.

Introduction

Supplier diversity programs benefit the community by

The intercultural approach to diversity training

Tier II suppliers are usually owned by women, minorities, veterans, people with disabilities and

Many organizations that do not offer flexible work programs for mature workers avoid doing so because

A training approach that utilizes Anti-Racism/Anti-Oppression theory is favored by the author because

Why is work-life balance an increasingly important issue in today's workforce?

Phased retirement programs

Which of the following is not true about well-managed supplier diversity programs?

The most successful ERGs have all except which of the following in common?

Which of the following is not true about the managing diversity and inclusion approach to training

The Family Medical Leave Act

Corporate philanthropy benefits organizations by

In terms of work-life balance and flexible work schedules the "implementation gap" refers to

If you attend a training session that features the Prejudice Reduction approach, you might experience all except which of the following?

Which of the following is not a reason that mature workers want to continue working past traditional retirement ages?

For an organization, which of the following is not a business argument for developing more flexible work policies?

The annual cost of employee absences, turnover, time lost, etc., due to care-giving responsibilities in the United States is estimated to cost employers approximately _____________.

If a trainer is using a Legal Compliance approach, she would

More and more mature workers desire flexible work arrangements because

Which of the following are true for the Age Discrimination in Employment Act (ADEA) ?