Test Bank For Understanding and Managing Diversity Readings, Cases and Exercises, 7th Edition by Car

Test Bank For Understanding and Managing Diversity Readings, Cases and Exercises, 7th edition Carol P. Harvey M June Allard Michele D Kegley Section(1-5) Introduction: Understanding Workplace Diversity: Where Have We Been and Where Are We Going?

1) How is the concept of belonging created in the workplace?

A) Through an understanding of the ways in which people differ B) Through the application of law and the valuing of diversity efforts C) Through a combination of emotional intelligence, self-awareness, and awareness of others D) Through the unfreezing, change, and refreezing process Answer: C Difficulty: Challenging AACSB: Interpersonal relations and teamwork

2) What became the catalyst for workplace change during the 1960s?

A) The Lilly Ledbetter Fair Pay Act B) A rapid influx of immigrants C) The development of Human Resources departments D) Civil rights legislation Answer: D Difficulty: Easy AACSB: Application of knowledge

3) Which landmark legislation prohibited discrimination in employment on the basis of race, sex, national origin, religion, and color?

A) Age Discrimination in Employment Act (1974) B) Civil Rights Act (1964) C) Executive Orders 10925 and 11375 D) Equal Pay Act (1963) Answer: B Difficulty: Moderate AACSB: Application of knowledge

4) In what way can workforce differences and diversity be used to create competitive advantage for an organization?

A) By using diverse perspectives in the to improve creative thinking B) By ensuring all policies and procedures are the same for all employees C) By focusing on primary dimensions of diversity rather than secondary ones D) By providing legitimacy for the firm in the eyes of suppliers and buyers Answer: A Difficulty: Moderate AACSB: Application of knowledge

5) According to Thomas and Ely’s model of organizational paradigms, how did most organizations view diversity in the 1990s?

A) As a benefit in growing diverse and global markets B) As a way to help organizations control markets C) As advantageous to the organization’s mission and goals D) As a way to promote fairness on the job Answer: C Difficulty: Moderate AACSB: Diverse and multicultural work environments

6) What led to increasingly diverse workforces at the beginning of the twenty-first century?

A) Changes in immigration patterns B) The decrease of Baby Boomers in the workplace C) The increasing number of women in senior leadership positions D) The recognition of work styles as a protected element of diversity Answer: A Difficulty: Challenging AACSB: Application of knowledge

7) How can organizations improve their knowledge base and ability to relate to equity, inclusion, and belonging?

A) By using mental health support systems to improve understanding B) By explaining to others the biases they hold

C) By holding managers accountable for poor diversity efforts D) By recognizing the intersectionality of diverse groups Answer: D Difficulty: Moderate AACSB: Application of knowledge

8) What advantage does the promotion of equity and inclusion have on the modern workplace?

A) It improves organizational harmony.

B) It increases retention rates.

C) It benefits interpersonal relationships.

D) It regulates behaviors of non-minority workers.

Answer: C Difficulty: Moderate AACSB: Application of knowledge

9) According to Loden’s dimensions of diversity, which of the following is a primary dimension of diversity?

A) Communication style B) Religion C) Age D) Social class Answer: C Difficulty: Easy AACSB: Application of knowledge

10) How can organizations manage the growing social and political divide in the United States and the escalating intensity of conflict emotions?

A) Understand and comply with all applicative laws B) Understand and find ways to be more relevant to the people they serve C) Promote past initiatives based on race, religion, and ethnic origin D) Support Affirmative Action efforts in all areas of business Answer: B Difficulty: Moderate

AACSB: Ethical understanding and reasoning

11) Diversity impacts organizational experiences in terms of performance, motivation, communication, and inclusion.

Answer: TRUE Difficulty: Easy AACSB: Reflective Thinking

12) In terms of social justice, efforts to regulate behavior have decreased acceptance and appreciation.

Answer: FALSE Difficulty: Moderate AACSB: Reflective Thinking

13) Diversity training in the 1980s and 1990s tended to focus on the multiple group identities of people rather than identifying differences between groups.

Answer: FALSE Difficulty: Moderate AACSB: Diverse and multicultural work environments

14) According to the change process model, refreezing can result in increased socially responsible and more flexible work practices.

Answer: TRUE Difficulty: Moderate AACSB: Application of knowledge

15) Why were early efforts to correct previous practices of discrimination in the workplace often met with failure?

Answer: Early civil rights legislation initially focused on “righting the wrongs” experienced by people with visible differences, particularly color, race, and gender. Responsibility for diversity in organizations often resided in Human Resources departments that had less power and resources to initiate change. Most diversity training focused more on how to avoid lawsuits than on strategic change. This approach often led to hiring less-qualified workers to fulfill what was interpreted as a “quota” of women and people from minority groups. At times, people were hired or promoted simply because of their color, race, or gender, which often set them up for failure. Even when qualified women and people of color were selected, they were often expected to behave, dress, and talk like White men. This led to poor morale, job turnover, and even backlash against the very groups the legislation was designed to benefit.

Difficulty: Challenging AACSB: Analytical thinking

16) Why has Affirmative Action become a legal battle for modern day organizations?

Answer: When affirmative action became law, some organization used affirmative action to make superficial improvements rather than systematic changes. In 1992, R. Roosevelt Thomas called for the end of affirmative action, but he urged institutions to adopt management practices and policies that would help all employees be productive and to reach their full potential.

In July of 2023, both Republican and Democratic state Attorney Generals (AGs) sent conflicting letters warning Fortune 100 companies about the legality of their DEI hiring practices. Republican AGs said they (the DEI hiring practices) could be interpreted as illegal, Democrats said they needed to continue and expanded. In 2015, the U.S. Supreme Court granted LGBTQ+ rights groups a win by legalizing same-sex marriage at the federal level. Efforts to end affirmative action based on race and ethnicity continue. The U.S. Supreme Court ruling in July of 2023 Students for Fair Admissions, Inc. v.

President and Fellows of Harvard College and Students for Fair Admissions, Inc. v. University of North Carolina, et.al, ending race-based college admissions seemed to be a victory in his favor.

Clearly, modern organizations must understand the communities where people live and work. They need to find ways to be relevant to the people they serve, in their business community, geographic locations, and to recognize the needs, and importance the social identities of consumers and employees.

Difficulty: challenging AACSB: Ethical understanding and reasoning

17) How did the book The Inclusion Breakthrough: Unleashing the Real Power of Diversity, help to further diversity efforts, including with those of people who held leadership positions in organizations?

Answer: In 2002, Miller and Katz authored a book called The Inclusion Breakthrough: Unleashing the Real Power of Diversity, which suggested that organizations need to “break out of the diversity box” mentality and change their cultures, policies, and structures in order to benefit from the diversity of their employees. Miller and Katz called for linking diversity to organizational goals and mission but went a step further to document the need for a more inclusive approach to diversity. It makes sense that when employees—including White men, who held most of the leadership positions—felt “included,” they felt freer to offer new ideas, safer to point out mistakes in others’ reasoning, and were more apt to refer competent colleagues for jobs. All of these added value to organizations in terms of the advantages of a diverse workforce.

Difficulty: Moderate AACSB: Analytical thinking

Section 1: Understanding Perspectives of Diversity: Awareness, Privilege, Stereotypes, Language, Conflict, Leadership, and Legal Issues 1) Which of the following describes the feeling of being safe, accepted, and valued in social and work settings?

A) Diversity B) Equity C) Belonging D) Inclusion Answer: C LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Easy AACSB: Reflective thinking

2) Why is it important to understand the prejudices you have, both positive and negative?

A) You can determine which unearned advantages people have over you.

B) You could treat people differently because it is legal to discriminate based on group identity.

C) You overgeneralize that all people are alike.

D) You evaluate a person positively or negatively based on their social group membership.

Answer: D LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Challenging AACSB: Analytical thinking

3) Which of the following is the preconceived evaluative attitude based on a person’s social group membership?

A) Prejudice B) Discrimination C) Stereotyping D) Unintentional discrimination Answer: A LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Moderate AACSB: Application of knowledge

4) How does our mind create stereotypes?

A) By unconsciously looking for unique aspects of people B) By unconsciously categorizing people C) By forcing the conscious mind to think more deeply about people D) By forcing the conscious mind to generalize differences Answer: B LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Moderate AACSB: Application of knowledge

5) Which of the following best defines stereotyping?

A) Giving unearned advantage based on group membership B) Treating people differently because of group membership C) Thinking that all people in a group membership category are alike D) Forming an unlearned preconceived evaluative attitude based on social group membership Answer: C LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Moderate AACSB: Application of knowledge

6) How is discrimination different from prejudice and stereotyping?

A) Discrimination is a behavior or action.

B) Discrimination is a mental process.

C) Discrimination is a learned behavior.

D) Discrimination can be changed over time.

Answer: A LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Easy AACSB: Reflective thinking

7) In what way is institutional discrimination different that structural discrimination?

A) Institutional discrimination occurs only at the workplace.

B) Institutional discrimination is unintentional.

C) Institutional discrimination stems from stereotypes identified by senior leadership at the workplace.

D) Institutional discrimination is intentional.

Answer: D LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Application of knowledge

8) Why is privilege dependent on time and place?

A) It is socially constructed.

B) It intentionally discriminates.

C) It occurs the same way for all people.

D) It is not impacted by personal circumstance.

Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Application of knowledge

9) Why is it important to be aware of and address differences in the workplace?

A) Diverse talents between groups are easier to identify.

B) Understanding differences prevents decisions based on privilege at work.

C) Differences can create conflict that escalate if ignored.

D) Differences determine how work is accomplished.

Answer: C LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Moderate AACSB: Analytical thinking

10) When interviewing and hiring candidates for positions, what should employers primarily consider?

A) The ability to comply with affirmative action laws B) The individual merits and qualifications of the person C) The ability of a person to fit in with potential co-workers D) The amount of diversity training that will be needed Answer: B LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Moderate AACSB: Analytical thinking

11) Prejudice can be both positive, neutral, or negative.

Answer: TRUE LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Easy AACSB: Reflective Thinking

12) Stereotypes, once formed, cannot be unlearned.

Answer: FALSE LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Easy AACSB: Reflective Thinking

13) Managers should work to identify structural discrimination because it impacts policies and practices that unintentionally discriminate.

Answer: TRUE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective Thinking

14) Most people with privilege recognize that they have unearned advantages in the workplace.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective Thinking

15) Describe why prejudice is most often perceived negatively. How could it be used to create a diverse society?

Answer: We have been socialized by family, society, and the media to think that prejudice is always negative, so it is easier to deny it. However, it is important to realize that everyone treats some people differently than others. It is natural to associate with people who look and act like ourselves.

People we associate with may be people of different color, race, religion, intellectual or physical disabilities, genders, and life experiences, but in other ways, they are similar to us. When we recognize what prejudice is, we can then begin to acknowledge that differences in people are important and embrace the differences a diverse society has to offer.

LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Challenging AACSB: Analytical thinking

16) How are stereotypes created and how can we work to prevent stereotyping?

Answer: Stereotypes are an overgeneralized belief that a category of people are alike. Like prejudice, stereotypes are learned, not innate, which means that they too can be unlearned. While the conscious mind often tells us that of course people are unique, the unconscious mind tries to categorize people, unless we make a deliberate effort to think more deeply about them as individuals. Stereotypes can be positive or neutral. To prevent stereotyping, we have to consider each person as an individual instead of considering a person only as a member of a specific group. All people belong to many groups, and each person has individual traits that make them unique.

LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.

Difficulty: Challenging AACSB: Analytical thinking

17) Describe the impact of privilege in terms of creating a diverse workforce.

Answer: Privilege is an unearned advantage that gives those who have it economic, social, or political power. Privilege is socially constructed, meaning it is dependent on time and place. For example, in some cultures, older workers are revered for their wisdom, but in North America, being younger and attractive gives one privilege in the workplace. Most people with privilege don’t even know that they have it and think that everyone experiences the world the same way that they do.

However, less-privileged groups are keenly aware of their lack of privilege and power. In North America, being White, a man, and without a disability is one example of unearned privilege.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

3. Body Ritual Among the Nacirema

1) According to the Body Ritual Among the Nacirema reading, which of the following is false?

A) All cultures are different.

B) Our own culture becomes the standard against which we judge other cultures.

C)The Naciremans have very different values and practices than North Americans.

D) We seldom recognize how strange our own cultural practices may appear to outsiders.

Answer: C LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

2) What do the rituals discussed in the Nacirema story symbolize?

A) Norms and routines that help create a culture B) The respect most cultures have for protecting the earth C) Religious customs of cults D) The need for diversity in society Answer: A LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

3) Who are the people that Professor Linton brought to the attention of anthropologists in the story of the Body Ritual Among the Nacirema?

A) Native American of the Great Plains B) People living in North America C) Immigrants from Canada D) People of Mexico and the Caribbean Answer: B LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

4) What are the ritual centers that Miner describes?

A) Kitchens B) Garages C) Patios D) Bathrooms Answer: D LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

5) In the Body Ritual Among the Nacirema, where are the “charms” stored?

A) In closets and drawers B) In houses of worship C) In medicine cabinets D) In refrigerators Answer: C LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

6) What is the overall lesson that Miner conveys in his story?

A) Each culture has practices that might be hard for others to understand.

B) Health and dental care are of universal importance.

C) Men and women have similar hopes and needs.

D) Americans live in a privileged society that other societies strive to obtain.

Answer: A LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Analytical thinking

7) The Body Ritual Among the Nacirema reinforces the idea that at their core, all people are essentially the same.

Answer: FALSE LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

8) Lessons from the Body Ritual Among the Nacirema can be applied to any workplace or culture.

Answer: TRUE LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Application of knowledge

9) Many rituals in the Body Ritual Among the Nacirema refer to routine medical care, dental care, and personal hygiene.

Answer: TRUE LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Moderate AACSB: Reflective thinking

10) How can managers use the lessons of the Body Ritual Among the Nacirema to better manage people?

Answer: The Body Ritual Among the Nacirema requires managers to understand that even the way they perform tasks, and how they view their world, may seem strange and foreign to others.

Knowing this, managers should welcome diversity in practices and norms to create a workforce that is appealing to all people. Each person has unique skills, abilities, and practices that, while perhaps different, can positively impact the workplace. This will result in an organization that can serve the needs of a global environment.

LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Challenging AACSB: Analytical thinking

11) Why should organizations incorporate rituals and symbols in the workplace?

Answer: The rituals and symbols in a workplace help to create a sense of culture and community among workers. To be effective, these symbols and rituals must be reinforced at the highest levels of management. Symbols and rituals might include how employees dress, the hours they keep, how

customers and suppliers are managed, how ethics are displayed and enforced, and other practices that create a unified workplace.

LO: 2: Examine individual perceptions through the Nacirema historical satire.

Difficulty: Challenging AACSB: Analytical thinking

5. Terminology, Acronyms, and Language: What Did You Say and What does It Mean?

1) Which term is used to define a word having a particular meaning in a specific field?

A) Colloquialism B) Term of art C) Dialect D) Language Answer: B LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

2) Which term is used to describe a type of speech used regionally by groups of people?

A) Colloquialism B) Term of art C) Language D) Dialect Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

3) How would you describe the different forms of speech used in areas of the southern United States?

A) Regional dialects

B) Artful dialects C) Privileged dialects D) Stereotypical dialects Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

4) What does the acronym BIPOC mean?

A) Biracial, Immigrant, People of Canada B) Biracial, Immigrant, People of Color C) Black, Indigenous, People of Community D) Black, Indigenous, People of Color Answer: D LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

5) Which Act was developed to create a respectful and open world for natural hair color?

A) RID B) AZA C) CROWN D) DEIB Answer: C LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

6) Why is it important to understand the “term of art” when talking with someone in an industry that is different than yours?

A) Words can be used to replace acronyms

B) Unique terms are used as abbreviations for complex ideas C) Some words are used more informally than others D) Different words have different meanings depending on the industry Answer: D LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical thinking

7) Which term describes the formal or informal pronunciation of words by people from a particular country or regional area?

A) Dialect B) Language C) Colloquialism D) Acronym Answer: B LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

8) Why did organizations begin to develop courses about discrimination and diversity in the early 1960s?

A) To prevent violation of federal protections for protected groups B) To explain acronyms used by members of some groups C) To improve understanding of colloquialisms in the workplace D) To make diversity a business initiative rather than a response Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

9) When writing to explain a new policy and its impact on employees, which terminology would you use to include people of all sexual orientations?

A) They B) He or she C) He/she D) Transgendered Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

10) The proper terminology to use when describing someone who uses a wheelchair is handicapped.

Answer: FALSE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

11) A colloquialism is a less formal communication style than a regional dialect.

Answer: TRUE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

12) The term of art can be used when explaining something that is specific to an industry.

Answer: TRUE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

13) In the workplace, it is a violation of federal law to require a job applicant to disclose their sexual orientation.

Answer: TRUE

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Analytical thinking

14) Calling a coworker who is 60 years old “mature” is preferred to calling them “older.”

Answer: FALSE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

15) Why is an understanding of words and their meaning critical to effective communication?

Answer: Proper use of terms is important in all fields, including for writers, teachers, religious leaders, government officials, doctors, lawyers, leaders, and followers. Words are important and enable all of us to understand each other. Developing a vocabulary for understanding and speaking with others about workplace diversity is one step in diversity, equity, and inclusion efforts. They help to improve intercultural communication and decrease misunderstanding and unintentional discrimination. Effective communication is important to assuring the correct context is related in verbal and written communication.

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical Thinking

16) Describe the differences between language, a colloquialism, and regional dialects.

Answer: Language is a style of verbal expression, it could be formal or informal, and it is often used to describe the pronunciation of words by individuals from a particular country or regional area. A colloquialism a more informal style of communication. Colloquial speech may include phrases and terms that are understood differently by people in one part of a country or community than others.

People from inside a specific area may understand each other when using colloquialisms, but outsiders may be confused and misunderstand the conversation. Regional dialects are considered to be from specific geographic locations, such as a province, rural area, or specific population group within the geographic area. Pronunciations of the same word may sound different depending upon in what area an individual lives. For example, the southern and northern parts of the U.S. have distinct dialects.

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Written and oral communication skills

6. Are You Privileged?

1) When does privilege occur?

A) When someone is able to move in and out of various social identities B) When someone’s social identity is protected under law C) When someone is given advantages based on social identities D) When mechanisms that reinforce social identities are removed Answer: C LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Easy AACSB: Reflective thinking

2) What makes privilege an ethical issue in organizations?

A) When one group is privileged, it is often invisible to others.

B) When one group is privileged, there is not an inherent advantage for them.

C) When one group is privileged, laws have been broken.

D) When one group is privileged, other groups have subsequent disadvantages.

Answer: D LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Analytical thinking

3) How does privilege occur?

A) By oppressing someone else B) By providing more opportunity to those most capable C) By ignoring the needs of others D) By fostering a sense of self-awareness in others Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

4) How does a person benefit from privilege?

A) Rules and standards are applied to their advantage.

B) Things are always done in ways they don’t like.

C) They are more likely to seek social permission to act on beliefs.

D) They are more likely to accept life as it is.

Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Analytical thinking

5) When are people more likely to act on presumptions of superiority without worrying about being challenged?

A) When they feel they have social permission to behave in a particular way B) When they are able to operate within a narrow comfort zone C) When they are hired for a job for which they are overqualified D) When they have a deep sense of self-awareness Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Analytical thinking

6) Why is an inability to see the mechanisms that reinforce privilege an important component of privilege?

A) People who have privilege may not be conscious of their power.

B) People can become more aware of their privileged identity.

C) People without privilege cannot learn how to gain privilege.

D) People are more likely to consider people oppressed when they don’t understand privilege.

Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate

AACSB: Analytical thinking

7) When one group is privileged, other groups are subsequently disadvantaged.

Answer: TRUE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

8) Oppression can be eliminated by privilege.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

9) Privilege for some eliminates oppression for others.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Analytical thinking

10) Those who experience privilege are aware of their privilege and seek to take advantage of it.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

11) Why might the idea that people cannot see the mechanisms that reinforce privilege be important in understanding privilege?

Answer: Mahoney (1997) notes, “Not seeing the mechanisms that reinforce and maintain privilege is an important component of privilege.” Many people who enjoy privilege may not be conscious of their power. What makes this a troubling phenomenon is that self-awareness about our own privileged identity characteristics can help us recognize when others are oppressed and when our actions inadvertently and unintentionally benefit from the inherent advantages.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking

12) Provide examples of life experiences that those who are privileged are more likely to have.

Answer: Answers will vary by student but can include many of the life experiences stated in the privilege checklist. Examples might include feeling safe when walking to their car late at night, knowing people who can help them get a jobs, and even being able to hold hands with others.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking 7. The Advantage of Privilege

1) McIntosh’s White Privilege: Unpacking the Invisible Knapsack article referenced in The Advantage of Privilege points out which of the following?

A) The idea of privilege is outmoded because everyone today has equal opportunities.

B) It is difficult for us to see our own unearned advantages.

C) Privilege is often based on sexism because it only applies to men.

D) Understanding why we are privileged helps us better maintain our earned privilege.

Answer: B LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

2) Which of the following describes a benefit or support only available to one person or group rather than to all?

A) Economic advantage B) Socioeconomic parity C) Privilege D) Repression of differences Answer: C LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Easy AACSB: Reflective thinking

3) Why is economic advantage considered to be a privilege?

A) Those without privilege can only attain economic advantage through education.

B) It puts some in a more favorable position than others.

C) It eliminates the need for strong diversity, equity, inclusion, and belonging efforts at the workplace.

D) It helps to eliminate the “Matthew Effect.”

Answer: B LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Analytical thinking

4) What is the premise of the Matthew Effect, a condition coined by Robert Merton?

A) The differences between the advantaged and the disadvantaged will widen over time.

B) Only government intervention can create access to privileged benefits such as housing and jobs.

C) When the disadvantaged work hard, they can always close the gap between the privileged and the disadvantaged.

D) Benefits and support are available to all at a basic level, but the privileged are better at understanding how to use them.

Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking 5) Which type of privilege is based on income, type of work, and social class?

A) Male privilege B) White privilege C) Socioeconomic privilege D) Workplace privilege Answer: C LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Easy AACSB: Reflective thinking

6) If employees have socioeconomic privilege they can______________.

A) create a pay system that pays for skills rather than privileged status B) choose jobs that they see as more meaningful C) train employees in areas where skills need to be developed D) ensure the basic needs of employees are met Answer: B LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking

7) In the past, how did employees define themselves and their jobs?

A) As either privileged or socially disadvantaged B) By how meaningful the work was C) As either white collar or blue collar D) By the opportunity it provided to move up in social class Answer: C LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Easy AACSB: Reflective thinking

8) Which of the following is a privilege relating to primary dimensions of diversity?

A) Education B) First-language C) Socioeconomic status D) Gender identity Answer: D LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

9) Which of the following is a privilege relating to secondary dimensions of diversity?

A) First language

B) Race C) Ethnicity D) Age Answer: A LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

10) How can gender privilege as a primary dimension of diversity be described?

A) As a privilege based on being heterosexual B) As a privilege based on how one conforms with their gender assigned at birth C) As a privilege based on biological sex D) As a privilege based on how one identifies their gender assignment at birth Answer: C LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking

11) It is important to reflect on our own positions of privilege in order to increase motivation to be better people at work and in the community.

Answer: TRUE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

12) The concept of privilege relates only to primary dimensions of diversity.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

13) If someone has to work harder to get the same benefits as others, such as housing or education, they are thought to have access to privilege.

Answer: FALSE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

14) Privilege can be a tangible or intangible advantage.

Answer: TRUE LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Moderate AACSB: Reflective thinking

15) Build the argument that a college education in the United States is a privilege rather than a right.

Answer: Many view privilege as a classification for someone else, someone “wealthy,” not them.

Privilege is a benefit, support, or access available to a person or group that is not available to everyone. It could be a physical item or an intangible advantage. Education is a right in the United States, it is not supposed to be a privilege. An individual or group is privileged when they have something that others don’t have, or others cannot gain because they are at a disadvantage. This would include a college education. Some people do not have access to a college education because they cannot afford it, they did not grow up in an educational system that supports higher education, or they have other demands on their time, such as raising a family or working. So, while a college education is technically available to all, only the privileged can take advantage of it.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking

16) Explain the impact of the Matthew Effect on privilege and disadvantage.

Answer: When someone cannot compete or has to go further, work harder to get the same job, house, education, or position they are considered disadvantaged. The Matthew Effect is a theory that advantage, and disadvantage tend to perpetuate themselves adding to the privileged and the not privileged individuals in our communities. Robert Merton (1968) coined the term The Matthew Effect, referring “to a pattern in which those who begin with advantage accumulate more advantages over time and those who begin with disadvantages can become more disadvantaged over time. This creates an ever-widening difference between the those who are advantaged and those who are disadvantaged. As a result, the disadvantaged individual or group will have an increasingly difficult time catching up with the advantaged.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking

17) Explain the concept of intergenerational equity.

Answer: The various dimensions of diversity continue to be impacted by privilege, including both primary and secondary dimensions of diversity. The idea of intergenerational equity views the human community as a partnership among all generations. This means that each generation has the right to inherit the same diversity in natural and cultural resources enjoyed by previous generations and to equitable access to the use and benefits of these resources.

LO: 4: Understand the notion of privilege and its effects on one’s life and work experiences.

Difficulty: Challenging AACSB: Analytical thinking 8. The Emotional Connection of Distinguishing Differences and Conflict

1) How can conflict be defined?

A) Two or more parties have incompatible wants B) A non-emotional response to an issue C) Unnecessary stubbornness on the part of management D) Lack of emotional intelligence in people Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Easy AACSB: Reflective thinking

2) How can conflict be managed by groups in an organization?

A) Difference can present areas in which group members can be more creative.

B) Difference create ongoing negative conflict that erodes the trust of the group.

C) Difference occur because group members have varying degrees of emotional intelligence.

D) Differences can be eliminated when the group is homogeneous in nature.

Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Analytical thinking

3) How has the desire to transact business internationally impacted diversity in organizations?

A) There has been a greater demand to repress differences in organizations.

B) Diversity efforts have become frustrating and ineffectual.

C) Only large organizations with diversity plans can compete in the global market.

D) The ability to manage and increase diversity has become critical.

Answer: D LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

4) Why do smart managers work to incorporate differences in age, gender, and styles of being into work groups?

A) To block the ability to repress differences among individuals B) To use diversity efforts to test the strength of group cohesiveness C) To create balance within groups and capitalize on the creativity of more diverse groups D) To keep differences from escalating into conflict Answer: C LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

5) When is it appropriate for managers to use avoidance and repression as a way to manage differences in groups?

A) When tensions will spill over and impact other areas of the organization.

B) When there are tight deadlines.

C) When there is a loss of productivity.

D) When they want to increase desensitization and productivity.

Answer: B LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

6) How can organizations create richer experiences and more creative approaches to problem solving by employees?

A) Respect and encourage differences as opportunities.

B) Fail to consider individual differences as opportunities to solve problems.

C) Eliminate differences that occur among individuals when disagreements emerge.

D) Use individuals with similar backgrounds, experiences, and beliefs to provide mutual support.

Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Interpersonal relationships and teamwork

7) How can a manager help prevent the escalation of differences from annoyance to irritation?

A) Focus on the number of differences.

B) Have the parties identify what they find discomforting about each other.

C) Help both parties appreciate how their differences may be beneficial to each other.

D) Use a dialectic process to have each party overcome their fear of the other.

Answer: C LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Interpersonal relationships and teamwork

8) How are empathy and caring related to emotional intelligence?

A) They allow a person to put emotional energy into action and control emotions.

B) They allow a person to engage in emotions that are appropriate to a situation.

C) They allow a person to understand self in personal interactions.

D) They allow a person to be aware of emotions in others.

Answer: D LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Application of knowledge

9) When guiding behavior, when would it be appropriate for a manager to use avoidance behavior?

A) When they can understand and see the benefits of various viewpoints B) When they need to resist a directive from top management C) When they need nonmanagers to accept their decisions

D) When they need to learn more before taking a stance Answer: D LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

10) In which way is conflict different than diversity?

A) Difference always results in anger, tension, and hostility.

B) Conflict may result or emerge from differences.

C) Differences are created when conflict exists.

D) Conflict is a function of opinions, ideas, and options.

Answer: B LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Application of knowledge

11) The introduction of emotional intelligence to the workplace has created more acceptance of the whole person and all their complexities.

Answer: TRUE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

12) Tolerance prevents the expression of differences and limits influence.

Answer: FALSE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

13) Dealing with differences should be objective and emotions should not be allowed to impact the process.

Answer: FALSE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

14) A wide range of life experiences and interpersonal relationships will help a supervisor’s ability to manage differences in the workplace.

Answer: TRUE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

15) Outline the four options for guiding behavior that a manager with a high degree of emotional intelligence should use.

Answer: When managing diversity or differences, one has at least four options for guiding behavior: avoidance, conflict, tolerance, and appreciation. Avoidance provides an opportunity to learn more about the difference before declaring a stance. In this sense, avoidance as a strategy for managing differences may facilitate new learning and greater opportunity for future interaction of a productive nature. Tolerance as a strategy may be influenced by status within the organization.

Managers generally have the power and authority to get their viewpoints adopted. Sometimes, adopting tolerance is necessary because it allows for the expression of differences; however, when there is an imbalance of power, the options for influence are limited. The upside of tolerance is an individual’s opportunity to engage in active involvement rather than passive participation in an event. Conflict involves direct and active resistance to another and may involve judgments of good, bad, right, or wrong. Often conflict occurs more openly among managers, who have higher status and more latitude than subordinates in resisting a point of view or directives of each other and top management. Appreciation of differences or diversity demonstrates a high degree of personal development and growth at the individual level. The process of appreciation involves a collaborative interaction among various parties with differences. With the ability to discuss differences openly, parties are often able to employ multiple strategies, resulting ultimately in appreciation.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking

16) Describe each of the five elements that are involved in emotional intelligence.

Answer: Emotional intelligence is the ability to be aware of, name, and manage individual experience of emotions. Emotional intelligence involves at least five elements: self-awareness, the ability to recognize personal emotions when they are occurring; self-management, which involves awareness of and engaging in emotions that are appropriate to a situation; self-motivation, putting emotional energy into action for a useful purpose and controlling emotions when necessary; awareness of emotions in others, which involves empathy and demonstrating caring when appropriate; and finally, managing interpersonal relationships, which involves dealing with both self and others in social, professional and personal interactions.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking

17) How can differences be used to create a positive impact on an organization?

Answer: Differences should not be considered problems to be solved. Rather, they should be thought of as dilemmas to be managed. Differences should be considered opportunities, and a way to test the strength of a position. A firm needs to be sure all perspectives, opinions, and perceptions enhance the final product. Two factors influence the treatment of differences: first, the needs, wants and goals of the individual; and second, the value placed on the relationship. People are often motivated by the desire to meet their needs and satisfy their wants and desires. The stronger the motivation, the greater the likelihood of addressing differences. Furthermore, when the persons involved are important to each other, or valued, the tendency to manage the difference increases to preserve the relationship. The reverse is likely when there is no value in the relationship. Once these factors are assessed, it becomes necessary to recognize behavior and attitudes that will be helpful in managing the differences.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking 9.: Systemic Discrimination, Enforcement, and Initiatives

1) Which one of the following is a description of vulnerability to systemic discrimination?

A) Discharge policies B) Work assignments C) Paternal leave policies D) Compensation practices Answer: D LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

2) Which of the following is an example of systemic discrimination?

A) Limited workplace benefits B) Not being paid for overtime when required by law C) Age-based limits on benefits D) Employment security

Answer: C LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

3) Who enforces systemic discrimination compliance?

A) Department of Labor (DOL) B) Equal Employment Opportunity Commission (EEOC) C) Fair Employment Practices Agency (FEPA) D) Department of Justice (DOJ) Answer: B LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Easy AACSB: Reflective thinking

4) Based on the Systemic Discrimination, Enforcement, and Initiatives article by Staples and Rodriquez, which of the following is intended to increase outreach to and representation of groups historically facing systemic discrimination?

A) Initiatives B) Practices C) Legal mandates D) Affirmative action Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Application of knowledge

5) What is the term used to describe patterns of behavior that create disadvantage for certain employees?

A) Racism B) Nepotism C) Systemic discrimination D) Social injustice Answer: C

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Application of knowledge

6) According to the Systemic Discrimination article by Staples and Rodriquez, why was NASA sued by the EEOC over their layoff and retirement policies?

A) It disproportionately affected people over forty.

B) It disproportionately affected women.

C) It disproportionately affected people of color.

D) It disproportionately affected people at the lowest pay levels.

Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Analytical thinking

7) Why do organizations have to be careful when engaging in word-of-mouth recruiting and referral bonuses?

A) It always leads to conflict and repression of differences in the workforce.

B) It leads to unequal distribution of pay and benefits.

C) It leads to vulnerability in lay off practices.

D) It can lead to a workforce that is highly homogeneous.

Answer: D LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking

8) How can employers determine which initiative to implement to increase outreach and representation of groups who have historically faced systemic discrimination?

A) Poll current employees to determine the areas where they feel discrimination occurs.

B) Analyze demographic data to determine potential patterns of discrimination.

C) Review reasons for termination of employees who left due to layoffs.

D) Have the EEOC review all hiring, promotion, and pay practices of the organization.

Answer: B LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Application of knowledge

9) How can organizations use initiatives to create a more diverse workplace?

A) Establish a mentoring program for underrepresented groups.

B) Place a hiring freeze on all privileged candidates.

C) Implement affirmative action plans when promoting from within.

D) Follow existing policies according to the spirit in which they were developed.

Answer: A LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Application of knowledge

10) According to the Systemic Discrimination article by Staples and Rodriquez, to which group is systemic discrimination most often applied?

A) Hispanics B) Low-wage workers C) Women D) People of color Answer: B LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Easy AACSB: Reflective thinking

11) Advertising for a candidate who is a recent college graduate, or who is energetic, can be a form of systemic discrimination.

Answer: TRUE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

12) The Equal Employment Opportunity Commission collects workforce data from employers and grievances from individuals to enforce systemic discrimination compliance.

Answer: TRUE

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

13) Workplace practices that create inadvertent discrimination are not indications of systemic discrimination.

Answer: FALSE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

14) Employers must make reasonable accommodation for all unique characteristics of employees, making dress codes and work policies obsolete.

Answer: FALSE LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Moderate AACSB: Reflective thinking

15) Describe systemic discrimination and how is occurs at the workplace.

Answer: Systemic discrimination is a “pattern or practice, policy and/or class cases where the alleged discrimination has a broad impact on an industry, profession, company, or geographic location.” This discrimination is the bias built into the structures and systems of an organization. These structures impact the work environment and employment opportunities differently for different types of employees. Systemic discrimination includes patterns of behavior that disadvantage certain employees. These dimensions are often associated with low-wage work. Areas such as employment security, compensation, workplace benefits, and protection against unfair behavior are often vulnerable to systemic discrimination.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking

16) Many organizations have religious accommodation policies that all employees to take time off to accommodate religious needs. According to the EEOC, why does this type of policy violate Title VII of the Civil Rights Act? Answer: United Parcel Service was sued by the EEOC for their religious accommodation policies.

EEOC alleged in this Title VII lawsuit that a national package delivery service discriminated against applicants and employees whose religious beliefs conflicted with its appearance guidelines that prohibited males in customer contact positions from wearing beards or having hair that extended

below the bottom of the ear. The EEOC sent a clear message that religious accommodation has to extend beyond providing time off work. This can be applied to all employees who have a style of hair or dress based on their religion or ethnicity, such as women who wear head scarfs, men who have beards, or even people who don’t shake hands with others because of religious norms.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking

17) How can initiatives be designed to increase awareness and decrease discriminatory practices in an organization?

Answer: An initiative is designed to raise awareness and decrease discrimination. Initiatives include workplace policies and/or actions intended to increase outreach to and representation of groups historically facing systemic discrimination. To identify the need for an initiative, employers should analyze their demographic data to determine potential patterns of discrimination. Once an area of concern is recognized, existing policies should be examined to assess its impact on the group of interest. Measuring progress, making necessary adjustments, and reporting results to stakeholders are fundamental to the progression of the initiative. Examples of initiatives may include establishing mentorship programs for underrepresented groups, developing strategies to recruit talent from diverse backgrounds, creating Employee Resource Groups (ERG), disseminating culturally sensitive promotional materials, and so on.

LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace practices.

Difficulty: Challenging AACSB: Analytical thinking 10. Inclusive Leadership: A Leadership Style for a Diverse Workplace

1) Which of the following is an inclusive leadership trait?

Solution: D A) Cultural intelligence B) Care for followers C) Recognition of privilege D) Conflict management Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Easy AACSB: Reflective thinking

2) What is one antecedent condition of inclusive leaders?

A) The leader’s training B) Policies and practices of the organization C) Conditions that precede behaviors D) The behaviors and outcomes of practices used Answer: B LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

3) Which type of environment recognizes the value and dignity of each person and makes an effort to protect and promote their uniqueness?

A) Diverse B) Equitable C) Inclusive D) Unbiased Answer: C LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

4) In addition to having the ability to act appropriately in situations where cultural differences are important, which of the following is required to be culturally intelligent?

A) The lack of ability to offer emotional support B) The ability to let others be heard C) The lack of ability to establish boundaries D) The ability to form constructive partnerships Answer: D LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: diverse and multicultural work environments

5) Which of the following is an essential component of inclusive leadership?

A) Knowledge, skills, and abilities B) Homogeneous viewpoints C) Diversity, equity, and inclusion D) Psychological safety and workplace engagement Answer: C LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: diverse and multicultural work environments

6) According to the inclusive leadership article by Wengelnik and Staples, what does it mean to create diversity in the workplace?

A) To create a sense of belonging B) To work against discriminatory practices C) To recognize fundamental inequalities D) To build strong interpersonal relationships Answer: B LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

7) How should diversity management be developed in the workplace?

A) As a source of innovations and increased effectiveness B) As a source of miscommunication and conflict C) As a way to decrease satisfaction and advancement D) As a source of social responsibility and trust-building Answer: A LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical thinking

8) Why is it important for inclusive leaders to understand their biases?

A) To prevent privilege in the workplace B) To keep biases in check and embrace all unique identities C) To create an environment where all employees are treated the same regardless of differences D) To encourage greater diversity among external stakeholders of the organization Answer: B LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Analytical thinking

9) According to the inclusive leadership model, which type of behavior will help leaders apply an inclusive mindset to their leadership style and values?

A) Establishing a climate where employees can learn from failures B) Increasing employee well-being through improved wages and benefits C) Inviting input and allowing team members to share in decision-making D) Developing creativity and innovation at all levels of the organization Answer: C LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Analytical thinking

10) How can leaders create a feeling of psychological safety and encourage employees to voice their concerns about unfair treatment?

A) Recognize and analyze situations from different points of view.

B) Appreciate all views and contributions and show support to teams.

C) Train all employees on cultural intelligence in the workplace.

D) Foster open communication and strong interpersonal relationships.

Answer: D LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Analytical thinking

11) An inclusive environment recognizes the value and dignity of each person and makes an effort to protect and promote their uniqueness.

Answer: TRUE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

12) Inclusive leadership means providing all employees with access to the same opportunities.

Answer: FALSE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

13) Antecedent conditions of the Inclusive Leadership Model include the personality of the leader, and the degree of cognitive complexity they use to considering different points of view.

Answer: TRUE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Reflective thinking

14) When leaders apply an inclusive mindset to their leadership style and values, they can create an environment where there is more creativity and innovation.

Answer: TRUE LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Moderate AACSB: Application of knowledge

15) Describe how cultural intelligence and inclusive leadership can create opportunity for organizations.

Answer: Cultural intelligence, in conjunction with inclusive leadership, provides the foundation for handling different types of cross-cultural encounters with higher, more innovative, and forward-

thinking results, therefore encouraging teams to feel valued, appreciated, and safe in an everchanging and evolving organizational environment. Cultural intelligence provides considerable benefits to inclusive leadership, as it creates empathy, relatedness, and cultural understanding among team members, departments, and organizations.

Bridging cultural intelligence with inclusive leadership provides enormous opportunities for companies. With cultural intelligence, inclusive leaders can offer the potential of higher performing teams, conflict resolution strategies in a multicultural environment, including mediation and restorative practices; a platform for organizations to celebrate shared cultures and create new procedures that are inclusive and representative of all; and a foundation for organizational shifts to take place that are transformational.

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical thinking

16) Describe the six most impactful inclusive leadership traits outlined in the text.

Answer: Inclusive leaders are advocates of cultural competence. Inclusive leaders highlight innovative ideas, motivate through trust-building, and advocate for individuality. The six most impactful traits are (1.) Commitment, which is the leader’s ability to cultivate a diverse, inclusive workforce over time; (2.) courage, which is the leader’s commitment to challenging organizational attitudes and practices; (3.) Cognizance of bias, which is the leader’s awareness that biases narrow their perception as a leader and prohibits objective decision making; (4.) Curiosity, which is a passion for learning and a desire to connect will all stakeholders across the organization; (5.) Collaborative, which is a leader’s skillset to understand and emphasize successful team-building strategies; and (6.)

Cultural intelligence, which is a leader’s ability to understand cultural differences in verbal and nonverbal communication as impacted by cultural norms.

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical thinking

17) How can emotional support and inclusive leadership shape the work environment?

Answer: When employees speak up about unfair treatment, they are sometimes labeled troublemakers. This often results in diminished morale, lower leadership support, and even punishment, such as demotion, less desirable work assignments, and even termination. Intellectual and emotional support from inclusive leaders can help shape and maintain work environments where employees experience greater psychological safety to speak up when needed. Psychological safety is when employees feels that they can be their true selves without experiencing negative consequence to their status or career. The foundation of inclusive leadership is building an environment where employees feel psychologically safe and are able to voice their concerns when unfair treatment occurs. Open communication and strong interpersonal relationships are essential to enable followers feel safe to discuss any dimension of diversity. Ultimately, inclusive leaders support people from marginalized groups by encouraging them to raise concerns.

LO: 6: Identify the components of Diversity, Equity, Inclusion, and recognize additional impacted areas.

Difficulty: Challenging AACSB: Analytical thinking

Chapter 11: Exploring Diversity in Your Organization There are no questions for this chapter. This chapter is an assignment for students.

Chapter 12: Doing Diversity: Legal Issues There are no questions for this chapter. This chapter is a series of scenarios for students to work through.

Harvey, Understanding and Managing Diversity 7th Edition Section II Understand the Primary Dimensions of Diversity: Race, Color, Ethnicity, and National Origin

Section 13: Navigating Multicultural Environments

1) What are the beliefs and behaviors that recognize, respects, values, and supports a society with numerous distinct ethnic groups?

A) Social intelligence B) Cultural humility C) Explicit bias D) Multiculturalism Answer: D LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

2) Which of the following best describes the concept of social intelligence?

A) The coexistence of people from diverse cultures B) An ability to practice self-awareness C) Understanding and managing oneself and others D) Conscious and unconscious prejudices Answer: C LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Application of knowledge

3) How can leaders and managers capitalize on the economic benefits of a multicultural and multiethnic workforce?

A) By educating people on what it means to be part of a culture B) By implementing cross-cultural models

C) By understanding feelings and emotions that lead to discrimination D) By improving workplace diversity Answer: B LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

4) What should be the organization’s goal when establishing training programs that promote multicultural environments?

A) To help people thrive in diverse environments B) To help people survive change C) To instill cultural humility D) To build relationships with stakeholders who have a high degree of cultural awareness Answer: A LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Easy AACSB: Diverse and multicultural work environments

5) Which workplace practice for improved multicultural engagement promotes relationship building?

A) Multicultural hiring and retention B) Mentoring C) Respect D) Diverse management styles Answer: B LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

6) When the workplace promotes inclusive actions as part of improving their multicultural engagement, what results are they likely to see?

A) Mutual respect between the employer and employees

B) More unified teams C) Increased idea creation D) Improved productivity Answer: C LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Reflective thinking

7) Which of the following describes cultural appropriation?

A) Recognizing that there is one society made up of people with a variety of characteristics B) Searching for characteristics that are common among all people C) Embracing the unique cultural practices unique to the less-dominate group D) Adopting the customs, practices, or ideas of the dominant people or group Answer: D LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Application of knowledge

8) What are the unconscious and conscious prejudices that people have that can impact their multicultural awareness?

A) Bashism B) Social intelligence C) Implicit and explicit biases D) Emotional intelligence Answer: C LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Application of knowledge

9) Why is it important that each person understand their own cultural competence, cultural humility, and biases?

A) These are the foundations of emotional intelligence B) These are the basis of multicultural awareness C) These improve our degree of social intelligence D) These increase multiculturalism in society Answer: B LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Application of knowledge

10) How does emotional intelligence help promote safe work and social environments?

A) People feel more empowered to be more inclusive.

B) People can do a better job understanding their own feelings before those of others.

C) People experience a lower degree of cultural humility.

D) People can work with others without focusing on cultural norms and customs.

Answer: A LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Easy AACSB: Reflective thinking

11) The ability to recognize our biases and cultural sensitives is part of being emotionally aware.

Answer: TRUE LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Application of knowledge

12) We live in a time of openness across public and personal platforms of interaction, making access to information about diversity issues more accurate, allowing us to better differentiate fact from fiction.

Answer: FALSE LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate

AACSB: Ethical understanding and reasoning

13) The United States is a homogeneous society because of the adoption of practices by the dominant group in society.

Answer: FALSE LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Analytical thinking

14) Both for-profit and not-for-profit workplaces can motivate all employees by fostering positive and respectful behavior in the organizational culture.

Answer: TRUE LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

15) Describe some of the benefits experienced by organizations when they support a multicultural workforce.

Answer: Managing and supporting a multicultural workforce through communication, cultivation, and capitalization yields successful, cost-effective, and competitive organizational outcomes.

“Diverse teams exhibit improved problem-solving ability compared to more homogeneous teams.

Companies prioritizing diversity and inclusion enjoy improved employee retention and engagement.

More diverse executive boards generate improved profitability and overall business success.” Job seekers are looking for employers who provide income and quality of life opportunities, especially in the post-COVID world. Well-managed multicultural work environments can increase individual and organizational productivity and the recruitment of creative and skilled employees, ultimately leading to increased income and revenue.

LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) Explain why the promotion of diversity and diversity training efforts have often failed in schools, businesses, and organizations.

Answer: Schools, businesses, and organizations have been trying to “get diversity training right” for over 60 years, since the civil rights movement led to legislation protecting people from discrimination. However, when these topics are raised, people tend to get defensive. Schools are

often incubators for ideas and can provide populations and situations to test and validate ideas, but sometimes, not multicultural or diverse populations. Topics of racism, sexism, and classism often generate visceral reactions, responses that are internal and deeply rooted in emotion, usually to non-physical stimuli. In some situations, emotions escalate to the point of abuse or Bashism, a verbal or physical attack on someone based on the negative stereotypes of “group membership due to biological, cultural, political or socio economic differences without regard for the individual” LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Describe the impact of talking about race and diversity at the college level on racial identity development (RID) theory.

Answer: Racial identity development is the level of connectedness the individual feels to the group one is associating, whether it is family, social, school, or work-related. Typically, our thoughts about race are influenced by members of one’s own racial group (e.g., Blacks) and other groups with which one is in contact, and social environments.

In secondary and post-secondary institutions, teachers are managing how to share new information and theories as they learn and that they may not completely understand themselves. Often students deny any personal prejudice, noting instead its impact on others’ lives, but not their own. When individuals are forced to reflect on their own experiences it can generate a powerful emotional response. This is still true in today’s classroom and workplace. Students with different life experiences may find it difficult to relate to one another; the objective in this situation is to find a common ground to start collaboration. Practicing cultural competence reminds us “to continue to strive to know more about communities of all types with which we work or interact.” Integrating knowledge gained from the past with present day applications of cultural competence and cultural humility provide opportunities for growth and lifelong learning.

LO: 1: Understand and identify the primary dimensions of color, race, and ethnicity as they relate to diversity.

Difficulty: Challenging AACSB: Analytical thinking

Section 14: Intercultural Communication in Today’s Workplace 1) Why do both verbal and non-verbal communication efforts often fail?

A) “Noise” reduces the clarity of the message.

B) The basic communication process model was followed.

C) A culture-specific approach was not used.

D) The emotional impact of the message is difficult to identify.

Answer: A LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Written and oral communication

2) How does unconscious bias impact both verbal and non-verbal communication?

A) We discount the communication channel as less meaningful than the message.

B) We judge communications styles of others based on our communication styles.

C) We never categorize communication abilities based on assumptions about individuals.

D) We use a culture-specific approach to most communication efforts.

Answer: B LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Analytical thinking

3) When are people less likely to use a culture-specific approach to communication?

A) When they tie their social identity to their patterns of communication B) When English is not their first language C) When they have a more flexible communication style D) When they can stereotype the sender of the communication based on cultural norms Answer: C LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Easy AACSB: Application of knowledge

4) How should leaders and managers shape their communication style when crafting messages for diverse team members and customers?

A) With emotionally impactful words and phrases B) In a way that uses plain English so no misunderstanding occurs C) With messages delivered both verbally and in writing D) In whichever way best meets the needs of the audience Answer: D LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Easy AACSB: Written and oral communication

5) When using a culture-specific approach to communication, how can a communicator be sure their communication style is not based on unconscious bias?

A) Be direct and animated unless the audience seems uncomfortable.

B) Back up eye contact with touch to highlight important points.

C) Ask the audience member about their comfort level with your style.

D) Observe the communication cues and behaviors of the audience.

Answer: D LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Written and oral communication

6) Which of the following is more characteristic when communicating in low-context cultures such as that of the United States?

A) Listening skills B) Needs of the group C) Directness D) Silence Answer: C LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Written and oral communication

7) How are non-verbal communication cues impacted when using virtual meeting tools such as Zoom?

A) Eye contact increases, making non-verbal cues less relevant.

B) More effort is required to pick up on non-verbal cues, creating fatigue.

C) Emoticons and emojis replace non-verbal cues, speeding feedback.

D) Brainstorming and teamwork improves with chat functions.

Answer: B LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Application of knowledge

8) Which of the following describes how cultures view the relationship between superiors and subordinates?

A) Power distance B) Collectivism C) Cultural context D) Social identity Answer: A LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Easy AACSB: Reflective thinking

9) When communication is online in a format such as Zoom, how can a manager foster transparency and build strong communication among global teams?

A) Send minutes of all meetings to all team members to promote understanding.

B) Schedule meetings so that those is less-dominant time zones can be included in collaboration.

C) Avoid surveys and polls that will highlight cultural differences among the team.

D) Place less emphasis on establishing relationships and more emphasis on the work to be done.

Answer: B LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

10) Which of the following is a critical step toward building deliberately diverse teams and supporting team dynamics?

A) Provide access to remote work tools B) Promote power dynamics to build trust

C) Define objectives D) Make time for relationship building Answer: C LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

11) In-person communication allows team members to build trust more quickly than online communication.

Answer: TRUE LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

12) Transparency in expectations is a key component to strong communication among global teams.

Answer: TRUE LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

13) Virtual communication tools such as Zoom are more uncomfortable for those from low-context cultures because of the need to pay attention to non-verbal cues.

Answer: FALSE LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Moderate AACSB: Analytical thinking

14) According to Ruxton’s Intercultural Communication in Today’s Workplace article, facial expressions generally have the same meaning in both high-context and low-context cultures.

Answer: TRUE LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Easy AACSB: Reflective thinking

15) How can managers build and maintain teams that are deliberately diverse and help resolve their intercultural communication challenges?

Answer: Recruitment strategies that go beyond checking the box include diversified searches, inclusive job descriptions, and minimization of conscious and unconscious bias in the interview process. Attracting diverse talent requires diverse talent, as candidates expect to experience diversity in action during the interview process. This may be as straightforward as the diversity of the interview panel or as subtle as the ability of panelists to share direct experiences with diversity at the organization.

Listening to the specific needs of employees as they face intercultural communication challenges and designing training programs to align with those specific requests shows the organization is responsive. It also enables employees to better understand intercultural communication challenges with their peers and in turn encourage more open, honest, and robust problem-solving and decision making discussions.

LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

16) Describe how silence is used to impact the meaning of a response in Asian cultures.

Answer: In many Asian countries, silence is expected for up to two minutes to show the participants you are thoughtfully reflecting on the question. In many Asian countries, silence is also expected if you do not agree with the previous conversation. This is challenging when participants, particularly those of Western cultures, see silence as a marker for the participant not knowing the answer or as an opportunity to redirect or reassert their opinion.

Misunderstood silence and pauses impact the quality of the communication and processing process.

In virtual written communications, like chat, the quality of communications can also be compromised across cultures. In cultures that value silence as an indicator of processing, the participant may be pausing to reflect on the communication, its context, and implications. In the two-minute time expected in many Asian cultures to process the information, the average participant from a Western culture may have read, processed, and responded to the message.

LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Challenging AACSB: Written and oral communication

17) Describe why non-verbal communication cues can complicate the meaning of a message.

Answer: Most cultures use different non-verbal cues, based on their own assumptions and values, making the combination of interpreting verbal and non-verbal cues particularly complex. For example, in the United States, eye contact, pleasantness of vocal expressions, affirmative head nods, and closer physical distance between communicators are considered affiliative. In other cultures, these same behaviors may instead increase uncertainty and anxiety. In low-context North America, there tends to be far less emphasis placed on non-verbal communication than in high-context countries. Non-verbal communication can also be challenging in terms of electronic communications because with little to no opportunity to view mannerisms or hear tones, the communication can likely be judged as too direct and can seem harsh and impolite.

LO: 4: Learn effective intercultural communication skills to improve inclusive communications.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

Section 15: Being An Only: A Field Assignment There are no questions for this chapter. This is a student exercise.

Section 16: Race and Color in the Twenty-First-Century Workplace 1) According to the article, Race and Color in the Twenty-First-Century Workplace, how is the term race defined?

A) As an unconscious stereotype that can influence how a person understands and makes decisions B) As a subjective social construct based on characteristics that have socially significant meaning C) As the measurement of human worth implied by skin color in reference to evolutionary prestige D) As a level of connectedness one feels to a group that shares similar characteristics Answer: B LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Challenging AACSB: Application of knowledge

2) Which of the following do some scholars use to understand how systematic racism functions in the United States, and its laws and institutions?

A) Critical race theory B) Colorism C) Affirmative Action D) Implicit bias Answer: A LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Easy AACSB: Reflective thinking

3) According to a study conducted by the Gallop Center on Black Voices, which group is most likely to report experiencing discrimination in the workplace?

A) Hispanic females B) Black workers over age 60 C) First generation Hispanics living in the United States D) Black workers younger than 40 Answer: D LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate

AACSB: Application of knowledge

4) How do microaggressions and implicit biases in the workplace impact BIPOC employees?

A) They have decreased levels of job satisfaction.

B) They are more likely to use microaggressions with non-BIPOC employees.

C) They are more likely to seek mentors and sponsors to learn manage others.

D) They are less likely to support the ethics and cultural values of the firm.

Answer: A LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

5) Why is implicit bias difficult to address in the workplace?

A) It is an unconscious act based on stereotypes.

B) The Civil Rights Act of 1964 includes implicit bias in most work related issues.

C) Implicit bias rarely occurs because it is illegal to stereotype people.

D) People are multicultural, making it difficult to stereotype them.

Answer: A LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Easy AACSB: Reflective thinking

6) What is the discrimination in the workplace often experienced by BIPOC typically attributed to?

A) Affirmative Action goals having been met B) Limited access to education and occupational opportunities C) A focus on colorism D) A combination of implicit and explicit bias Answer: B LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Application of knowledge

7) How does intraracial colorism occur?

A) When members of different races make distinctions based on the skin color of members belonging to different races B) When members of one race get promoted or receive preferential treatment over members of another race based on skin color C) When members of the same race make distinctions based on the skin color of its members D) When a person is a member of more than one race, but whose race is identified based on skin color Answer: C LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Application of knowledge

8) According to the article, Race and Color in the Twenty-First-Century…, what is considered to be one of the most prominent issues impacting Black women in the workplace today?

A) Making about 35 percent less than that earned by a White man B) Not being assertive enough C) Not participating in available mentorship opportunities D) Wearing natural hairstyles Answer: D LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

9) When an organization wants to create a more inclusive workplace, what should they focus on that goes beyond diversity?

A) Recruitment efforts focused on specific identity groups B) Establishing mentorship programs for men C) Reaching out to the community and disadvantage groups by valuing individual differences D) Eliminating colorism among employee groups Answer: C

LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

10) When an organization has an exclusive work environment, how does that impact BIPOC employees?

A) Quality of work-life balance is improved B) They miss opportunities for promotions and advancement C) All employees are paid based on performance rather than racial group membership D) Mentorship programs and resource groups are readily available Answer: B LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Analytical thinking

11) Understanding your own implicit biases can increase organizational productivity and create a sense of belonging for all.

Answer: TRUE LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

12) Implicit Association Tests (IAT) are strong predictors of prejudice and discriminatory beliefs that can negatively affect a workplace environment.

Answer: FALSE LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Reflective thinking

13) Statistically, Black women earn less when compared to White men than any other group.

Answer: FALSE

LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Moderate AACSB: Application of knowledge

14) Interracial colorism can result in preferential, prejudicial, or disparate treatment of victims.

Answer: TRUE LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Easy AACSB: Reflective thinking

15) Describe some of the ways employers can help to level the playing field for BIPOC employees and create a more equitable and inclusive work environment.

Answer: There are several ways employers can create a more equitable and inclusive work environment. This includes conducting racial and equity audits using diversity metrics, demonstrating leadership support for inclusions, and recruiting and hiring a diverse staff.

Organizational policies should be inclusive and DEI committees should be developed. Leadership can also create opportunities for networking, including mentoring programs for BIPOC. Organizations can provide interactive training, create employee resource groups, and diversity initiatives and programs.

LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) How do acts of colorism impact BIPOC employees in the workplace?

Answer: When acts of colorism occur in the workplace, they are often identified as skin color discrimination. Colorism impacts how job selection, pay, work duties, treatment, and other aspects of the job occur. Studies show that skin color may be considered more important in the selection process than education and experience, with lighter-skinned job applicants received higher ratings than darker skinned applicants. Other studies have noted how skin color impacted salaries where lighter-skinned employees earned higher salaries than darker-skinned employees. For example, lighter-skinned Hispanic immigrants earned 17% more than darker-skinned immigrants, regardless of their racial categorization.

LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Explain the difference between interracial colorism and intraracial colorism.

Answer: Interracial colorism are acts occurring between members belonging to different racial or ethnic groups that involves distinguishing between people based on the skin color of members belonging to different racial or ethnic groups. This form of colorism results in the preferential, prejudicial or disparate treatment of victims” An example of interracial colorism could involve a White person treating a light-skinned Black person favorably or unfavorably based on the person’s skin color.

Intraracial colorism occurs among members belonging to the same racial or ethnic group when making a distinction based on the skin color of its members (Black vs. Black; Asian vs. Asian; Haitian vs. Haitian). This form of colorism is more complex than interracial colorism and also results in preferential, prejudicial, or disparate treatment of victims. An example of intraracial colorism would involve a Black person treating a dark- or light-skinned Black person favorably or unfavorably based on the person’s skin color.

LO: 3: Understand organizational best practices to develop inclusive multicultural environments to meet the needs of today’s workforce.

Difficulty: Challenging AACSB: Application of knowledge

Section 17: Understanding and Creating an Inclusive Workplace for Native Americans 1) How do Indigenous people who share a similar heritage in a community and occupy a particular territory prefer to be referenced?

A) As an “American” B) As a “band” C) As a “tribe” D) As a “nation” or “people” Answer: D LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

2) According to the article Understanding and Creating an Inclusive Workplace for Native Americans, in terms of community orientation, what is of foremost concern for Native Americans?

A) Planning for the future B) Individual financial gain C) A Native Nation’s health and well-being D) Protecting the rights of the individual Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

3) In terms of attributes that can affect job performance, on which attribute were Native Americans rated as significantly higher?

A) Self-esteem B) Reliability C) Competence D) Ability Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Reflective thinking

4) Why are many Native Americans less successful in securing jobs through networking than other groups?

A) Networks are often ethnically segregated.

B) Native Americans prefer using friends and family as contacts.

C) Networks tend to be highly formalized.

D) Networking opportunities are most often in person rather than online.

Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

5) Why do fewer Native Americans take advantage of remote work opportunities that other work groups?

A) Internet access speeds in tribal areas are as much as 75% slower.

B) Native American value the community created by in-person employment.

C) Time is considered nonlinear and organic, making it harder for Native Americans to work a set schedule.

D) Remote work does not promote advancement under the idea of “seven generations.”

Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

6) Why may Native Americans excel at the management level?

A) They have lower job turnover rates.

B) They are more skilled at cooperative and consensus -based team work.

C) They are skilled at minimizing environmental issues to exploit natural resources.

D) They are less impartial than other identity groups.

Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

7) As a manager, how should you increase recruitment of Native Americans in the workplace?

A) Include benefits most attractive to Native Americans B) Visit colleges and universities in Eastern states C) Start by respecting Native American sovereignty D) Focus recruitment on Native Americans from families with strong educational backgrounds Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

8) How can organizations improve their hiring process and retention practices for Native Americans?

A) Increase the number of hires from informal hiring networks B) Include holidays, customs, and norms that are not Euro-centric in nature C) Include explicit culturally based requirements D) Promote Native Americans as often as possible Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

9) Why is sponsorship by those in positions of power an important part of managerial training for Native Americans?

A) The sponsor can actively seek out opportunities for their protégé.

B) The sponsor can serve as a mentor to ignore corporate politics.

C) The sponsor can bring new diverse perspectives to their protégé.

D) The sponsor can make relevant contributions for their protégé.

Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

10) How can recruiters most help first-generation Native American college graduates in the application process?

A) Recruiters can be less active in training Native Americans on cultural intelligence in the workplace.

B) Recruiters can contact colleges to invite all Native Americans to their career fairs.

C) Recruiters can assign mentors and sponsors to explain how to gain privilege in the workplace.

D) Recruiters can better outline the job parameters and application process.

Answer: D LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

11) Native Americans may receive lower performance evaluations, rewards, and promotions because they are unwilling to praise their own skills and accomplishments to others.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

12) Traditional Native American values offer a different perspective on how to conduct business in an ethical, sustainable manner.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

13) Within the workplace, Native American workers show less resilience at navigating the Eurocentric American culture because they have to give up their core identity and values to do so.

Answer: FALSE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Reflective thinking

14) Native American employees are less likely to feel a sense of belonging at work, and this feeling increases as Natives move up the organizational ladder.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

15) How can the Native American orientation toward collectivism benefit modern organizations?

Answer: One potential benefit of Native workers for organizations as well as native enterprises, is that due to some of the rapid changes in technology and the need to accelerate the commercialization of new products or services, more firms are starting to adopt a team-based approach to doing business. Many Native American cultures promote a greater orientation toward cooperation and group cohesiveness, which is not seen in more individualistic cultures. Native American cultures tend to be more collective, and team oriented, which may help organizations increase their performance capabilities. Many Native Americans are also adept at navigating both their own culture as well as the dominant culture, and they are more socially and communally oriented than are Whites.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) How have Native American cultures been stereotyped in sports programs at high schools and universities?

Answer: The portrayal of Native Americans is often through historically based characters rather than as a contemporary racial or ethnic group, and this is still true when it comes to sports. Native Americans are portrayed in extreme and dichotomous stereotypes. The historical idea of being at once noble and savage is carried forward in the modern conceptualizations of Native Americans.

These stereotypes contribute to Native American cultures being commercially used in ways that would be seen as inappropriate and off-limits for other groups. While there were high profile name changes of professional sports teams in Cleveland and Washington, DC. Native American team mascots are still common, especially among high school sports.

Although some sports teams have received permission from various tribes (e.g., The Florida State University Seminole and Central Michigan University Chippewa), Native people have had no agency in how these images were created and distributed. Actual Native Americans are excluded from the creation of the images and portraits presented in the media, which has led to a distorted or inaccurate view of Native peoples. Examining the mascots, one can again see the extreme duality of feelings toward Native Americans from “a paradoxical love of imagined Indians” to “loathing of actual, embodied Indians.”

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Ethical understanding and reasoning

17) Describe the typical leadership style exhibited by Native Americans.

Answer: Many organizations may fail to understand cultural differences among their Native American employees. Native Americans often exhibit different leadership styles and norms than

Western-centric cultures, which tend to value and promote individuals who exhibit strong, independent, and assertive leadership skills. In contrast, Native American leaders often make decisions based on the common good of their people and strive to serve as an example to others.

Personal power, status, and strong assertion of leadership is not readily accepted in many tribes where collaborative decision making is more of the norm. Native American cultures often value humility, and many leaders are unwilling to praise their own skills and accomplishments to others.

This behavior may be seen as weak or incompetent by Western cultures.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

Section 18: Asian Americans in the Workplace 1) Which of the following is the fastest growing racial minority group in the United States today?

A) Hispanic Americans B) Asian Americans C) Blacks D) Native Americans Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

2) What does the Harvard Business Review say about Asian Americans in the workplace as a forgotten minority?

A) They are often the last to be promoted.

B) They are often paid less than half of what their White counterparts make.

C) They are often the last to be hired.

D) They have fewer claims of discrimination with the EEOC than any other racial group.

Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

3) Why are stereotypes about Asian Americans often deceptive?

A) They are based on the most highly educated Asian Americans in the workforce.

B) They assume that all Asian Americans work in the STEM fields.

C) They ignore the ethnic diversity with the Asian American community.

D) They do not include Asian Americans in the service industry.

Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Analytical thinking

4) Of the Asian Americans with college degrees, from what country did the majority of their families originate?

A) Philippines B) China C) Japan D) India Answer: D LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

5) What percentage of jobs in the medical sciences are held by Asian Americans?

A) 6.4 percent B) 31 percent C) 42.8 percent D) 13.8 percent Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

6) Which stereotype accounts for one reason why Asian Americans are less likely to get promoted?

A) They value assertiveness over teamwork.

B) They are often too direct in their communication style.

C) They lack soft people skills D) They are highly creative.

Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

7) How does the more indirect and respectful communication style of many Asian American impact Western leaders view of their contributions?

A) They are viewed as feeling superior to other group members.

B) They are viewed as having less to contribute to group meetings.

C) They are viewed as lacking in humility and conformity .

D) They are viewed as being over confident and highly motivated.

Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Analytical thinking

8) How do Western business leaders interpret the cultural norms of humility and conformity of many Asian American workers?

A) As a lack of confidence or motivation B) As an indication of poor role models C) As an inability to work well in the communication industry D) As an implicit challenge to leadership and authority Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Analytical thinking

9) Which type of communication style do Asian Americans often use?

A) Persuasive B) Indirect C) Direct D) Assertive Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

10) According to the article, Asian Americans in the Workplace, what do many Asian Americans cite as a reason why advocating for professional advancement is difficult?

A) Lack of role models

B) Less work experience C) Limited education D) Lack of proficiency in the English language Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

11) Asian Americans are a monolithic group because they share similar cultures and religions.

Answer: FALSE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

12) During the COVID-19 pandemic, the number of hate crimes against Asian American increased because of stereotyping.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

13) Asian Americans are the least likely racial group to be promoted to corporate management.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

14) The majority of Asian Americans in the United States today have families that originated in either China, Japan, or Korea.

Answer: FALSE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Reflective thinking

15) Why did the COVID-19 pandemic create xenophobia, increase hate crimes, and stereotyping for Asian Americans.

Answer: Because of the supposed Chinese origins of the COVID-19 virus, during the pandemic xenophobia and hate crimes against Asian Americans rapidly increased. When asked about the reasons, 64% of the Asian Americans interviewed cited the main cause as the virus being reported as originating from China. Although only 24% of Asian Americans are of Chinese origin, racism in the form of threats of violence and hate crimes were generalized across all Asian groups. “When people see Asian Americans as being foreign, it creates an in-group/out-group mentality, making it easier to treat Asians in America with hostility and to engage in acts of violence and discrimination against them.”

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Analytical thinking

16) Describe the invisible barrier referred to as a bamboo ceiling, and how it impacts Asian American.

Answer: Asian Americans are proportionally underrepresented in the highest levels of corporate America, and this invisible barrier is often described as a bamboo ceiling. Asian Americans are the least likely racial group to be promoted to corporate management. In the corporate world, Asians Americans are often stereotyped as being proficient in technology but deficient in creativity and the soft people skills. In addition, they tend towards a more indirect and respectful communication style that contrasts with the direct and assertiveness style more favored in American organizations. Also cited is the lack of role models available to Asian leaders, as well as stereotypes and cultural norms.

Research from the Ascend Foundation documents that Asian American women experience a double glass ceiling of both race and gender.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Describe the reasons why, in the 1960s, Asian Americans were considered to be a “model minority” in comparison to other minority groups, and why this stereotype is untrue.

Answer: This term originated because at the time, Asian American had educational levels, a culture that supported hard work, and their ability to overcome their interment experience in the United States during World War II. For several reasons, this is a deceptive stereotype. First, it groups together all Asian Americans whose families originated from twenty different countries with unique languages, religions and cultures as one monolithic group and ignores their ethnic diversity. A second stereotype for Asian Americans is that they are all employed in high paying Science, Technology, Engineering, and Math (STEM) jobs. In truth, they do constitute a disproportionate share of both the highest and lowest paying jobs across the economy. Asian Americans only represent 6.4% of the American workforce, and they comprise 32.8 % of computer engineers and 31% of those employed in medical sciences. However, Asian Americans also make up a

disproportionate share of the low paying jobs, particularly for women, who work as caretakers and manicurists LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Analytical thinking

Section 19: Hispanics, Latinos/as, and Latinx in the American Workforce 1) Why is the number of Hispanic workers in the U.S. labor force expected to increase in the next 10 years?

A) More baby boomers are retiring, creating a shrinking labor force.

B) The number of Asian workers coming into the U.S. labor market is declining.

C) Hispanics are graduating from college at rates higher than other minority groups.

D) Changes in immigration policies will allow more Hispanic workers to enter the market.

Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

2) How does the U.S. Census Bureau classify Hispanics?

A) As any people from Spanish speaking cultures B) As an ethnic group of Spanish origin or descent C) As any ethnic group from South America that speaks Spanish D) As any people from South America, regardless of language spoken Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

3) Which of the following describes a person from South America who is a non-Spanish speaker?

A) Hispanic B) Pan ethnic C) Latino/a D) Latinx Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Analytical thinking

4) Why are terms such as Latino/a and Hispanic considered to be pan ethnic?

A) They do not allow people to self-identify as American first, and Latino/a second.

B) They allow each country to self-identify how they wish to be referred to.

C) They create more inclusive language for Spanish-American communities.

D) They group a large number of people from various separate ethnicities under an umbrella term.

Answer: D LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Analytical thinking

5) Why has the term Latinx emerged as a way to classify people of Spanish or Latino/a decent?

A) It is gender-neutral and more inclusive B) It encompasses both Hispanic and Latino/a people C) It indicates wider acceptance of those from Latin American countries in the U.S. labor market D) It includes people from Spain in defining Hispanic people Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

6) What common value/trait do people of Hispanic cultures tend to value on their jobs?

A) Individual performance expectations B) Collective accountability C) Independence from authority D) Spirited disagreement Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

7) Why do Hispanics lag behind other ethnic groups in college enrollment and graduation rates?

A) Less interest in STEM fields

B) Increased number of role models in the educational system C) Lack of affordability D) Increased access to Spanish speaking schools Answer: C LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Reflective thinking

8) In which occupations are Hispanics overrepresented?

A) Sales and manufacturing B) Teaching and education C) Engineering D) Construction and warehousing Answer: D LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

9) In a recent study which factor did Hispanics identify as a cause for their inability to advance in the workplace?

A) Colorism B) Poor English language skills C) The use of technology to replace workers D) A lack of mentors and sponsors Answer: A LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

10) What has research found about the labor force participation rates for Hispanics?

A) Most men are employed while women prefer to manage households.

B) More adults are employed or seeking employment than any other race.

C) Women have a nearly 10% unemployment rate.

D) Both men and women would rather work at large organizations than start their own business.

Answer: B LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

11) Hispanic owned businesses have increased by 34% compared to a growth rate of 1% for White owned businesses.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

12) Familismo is an interdependent work ethic that supports collaborative work and inclusive leadership styles.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Easy AACSB: Reflective thinking

13) The term Latinx has replaced terms such as Latino and Hispanic in most modern work environments.

Answer: FALSE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Reflective thinking

14) By 2030, it is projected that one out of every five U.S. workers will be of Hispanic origin.

Answer: TRUE LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Moderate AACSB: Application of knowledge

15) Describe the failure of the education system in preparing Hispanics for the modern workforce.

Answer: Despite their growing numbers and youthful population, there is still an educational gap for Hispanics. Both grammar and high school age Hispanic students “are more likely than their peers to attend a low-rated school and to have a novice teacher. These children also have limited exposure to educators who look like them—just 9% of teachers are Latino—which is an important factor in student success.” Although the Hispanic high school dropout rate has declined, it still exceeds the national 2020 dropout rate of 5.3%.

At the college level, while their enrollment has more than doubled over the past twenty years, Hispanic students are less likely to graduate than White students. Only 23% of Hispanics ages twenty-five to twenty-nine hold bachelor’s degrees. This compares to 58% for Asian Americans, 37% for White Americans, and 26% for Black Americans of the same age group. Lack of affordability (69%) and the need to work to support their families (71%) were the major reasons given for not attending college.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Analytical thinking

16) Clarify the differences between the terms used to identify Hispanics, Latinos/as, and Latinx.

Answer: The U.S. Census Bureau considers Hispanics as an ethnic group of Spanish origin or descent.

However, there is far from universal agreement on this definition. While some use the terms Hispanic and Latino interchangeably, technically they are different. Hispanic describes people whose familial origins are from Spanish speaking cultures including Cuba, Puerto Rico, Spain, Central and parts of South America, and so on.

Latino, and the feminine Latina usually refer to people from South America who are non-Spanish speakers such as people of Brazilian origin who speak Portuguese. Hispanic and Latino/a are pan ethnic terms, used to group and label a large number of people from various separate ethnicities and countries together under an umbrella term. Although the U.S. Census Bureau allows individuals to choose whether they prefer the designation Hispanic/Latino, mixed or by country of origin, a Pew Research survey found that the majority (47%) described themselves by their country of origin, 39% as Hispanic or Latino, and 14% as American. Recently, the term, Latinx has emerged as a genderneutral more inclusive term than the gendered Latino or Latina.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Application of knowledge

17) Describe why it is important for organizations to seek out and hire people of Hispanic descent.

Answer: With the retirements of the baby boomers and a shrinking U.S. labor force, Hispanic workers will account for a significant portion of the future U.S. labor force growth. In 2020, there were approximately 62.6 million people of Hispanic origin living in the United States with 29.0 million of them in the workforce, and this number is projected to grow to 35.9 million or one out of every five workers by 2030. “While Asians are the fastest growing immigrant population in the U.S., Hispanics are the fastest growing [and youngest] U.S. born segment of the population. One-quarter of all Millennials are Hispanic according to the U.S. Census Bureau.” In 2020, in New Mexico,

California, Texas, Arizona, Florida, and Nevada, over one-fourth, of their labor force were considered Hispanic or Latino.

LO: 5: Recognize multiple group memberships that relate to one’s identity.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

Section 20: Twenty-First-Century Immigration in the United States 1) Since 2019, where do the majority of immigrant groups in the United States originate from?

A) Mexico B) India C) China D) Europe Answer: A LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Easy AACSB: Reflective thinking

2) Which type of benefits do foreign nationals have when they apply for and receive immigrant visas?

A) They can stay in the United States for up to six months without working B) They can live and work in the United States permanently C) They can attend a university in the United States but cannot work D) They can work in the United States for up to two years Answer: B LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Application of knowledge

3) Why would an employer in the United States apply for a visa on behalf of employees?

A) The employee qualifies for Employment Based Fifth Preference.

B) The employee has a family that will travel with them.

C) The employee has a scarce skill set.

D) The employee will continue their education while working.

Answer: C LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate

AACSB: Application of knowledge

4) What does an immigrant investor have to demonstrate to qualify for an Employment Based Fifth Preference investor’s visa?

A) The investor cannot find people in the United States with needed skill sets.

B) The organization will pay at least a half a million dollars in taxes within three years.

C) Family members of employees be cared for by the organization.

D) Ten full-time, year round jobs will be created.

Answer: D LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Application of knowledge

5) Who among the following can apply to become a naturalized citizen of the United States?

A) Those who were born in the U.S. to parents who were immigrants B) Those who came to the U.S. illegally but have held steady employment for three years C) Those who have been living in the U. S. as students, and then returned home D) Those who have been permanent residents of the U.S. for at least five years Answer: D LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Analytical thinking

6) Why would a student attending college on a non-immigrant visa stay after their visa expired to become an undocumented immigrant after graduation?

A) Dual citizenship status is easier to obtain if they don’t return home.

B) They do not have access to social service benefits in their home country.

C) They can become U.S. citizens if they can find work in a STEM field. .

D) Political regimes may have changed, create great danger if they return home.

Answer: D LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Application of knowledge

7) What typically happens to “dreamers” when they reach the age of 21?

A) They become protected by law if they apply for a green card.

B) They are put on a path to full-time citizenship.

C) They are considered undocumented and required to leave the country or face deportation.

D) They are allowed to stay in the country as long as their parents’ employment-based visa remains valid.

Answer: C LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Analytical thinking

8) Under the Civil Rights Act of 1964, which of the following questions would be considered legal if asked during an interview?

A) Have you ever worked under a different name?

B) What is your maiden name?

C) Where are your parents from?

D) Do you have children born outside of the United States?

Answer: A LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Application of knowledge

9) Which of the following represents a fear and hatred of strangers and foreigners?

A) Racism B) Xenophobia C) Colorism D) Stereotyping Answer: B

LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Reflective thinking

10) What impact have immigrant workers made to the employment and growth of U.S. businesses?

A) Twenty percent of highly valued tech companies were co-founded by first-generations immigrants.

B) Companies founded by immigrants or their children pay more in taxes than those founded by natural citizens.

C) Nearly 45% of Fortune 500 companies were founded by immigrants or their children.

D) Companies owned by immigrants employed nearly 12 million people in 2017.

Answer: C LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

11) Americans have won more Nobel prizes than any other country because laureates can pursue research without the limitations found in other countries.

Answer: TRUE LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Easy AACSB: Reflective thinking

12) The United States does not legally recognize dual citizenship.

Answer: TRUE LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Application of knowledge

13) People with extraordinary abilities can acquire a Visa routed through an U.S. embassy rather than filing in the United States.

Answer: TRUE LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Application of knowledge

14) The diversity of the population in the United States leads to a stronger, more unified society and workforce.

Answer: FALSE LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

15) Describe reasons for the growing animosity toward China from the American public.

Answer: The trade imbalance between the United States and China has been and continues to be an important international concern in the United States. There is growing animosity toward China from the American public. China ignores U.S. patents on U.S. inventions and technological advancements and manufactures these products without payment to the U.S. scientists. Cheap labor in China makes this very profitable for them. The continued rise of China’s manufacturing and trade is well known. The uncertainty surrounding the origin of COVID-19 increased negative sentiment among the American public. Anger grew amid reports that COVID-19 originated in China and that the Chinese kept it secret. Blame continued to increase with continued reports that China was stockpiling masks and medical materials to sell to a world unprepared for coping with the pandemic rapidly spreading worldwide and killing millions of people.

LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Ethical understanding and reasoning

16) Outline the advantages of allowing non-immigrants into the United States.

Answer: Non-immigrants are people such as students living in the United States who come to study and then return to their home countries. Approximately, one million international students study at schools and colleges in the United States. The Department of Homeland Security issues F-1 visas valid for up to five years to earn a degree in STEM (science, technology, engineering and mathematics) fields. The residence status in the United States is valid for the entire time of study. All students who study in the United States must submit an I-20 form, “certificate of eligibility for nonimmigrant student status.” They bring funds to pay for school and living expenses. International students in the United States reportedly added between $34–39 billion annually to the U.S. economy. Some international advanced graduates from U.S. colleges are allowed to stay in the United States, to work after graduation for up to 29 months. International graduate and

undergraduate students are critical to the STEM workforce. They advance U.S. competition with other industrialized nations in fields such as artificial intelligence, biotechnology, and computer science.

LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Analytical thinking

17) Describe the process of benefits of naturalization in the United States.

Answer: Naturalized citizens must be 18 years old, and have been a permanent resident of the United States for at least five years or three years if married to U.S. citizen. Naturalization is the process where a non-citizen becomes a U.S. citizen. They are entitled to nearly all rights and privileges of citizens born in the United States, including voting in local, state, and federal elections.

They cannot, however, become president of the United States. Immigrants who are in the process of naturalization are in the second category of “Lawful Permanent Residents” also known as “green card” holders. Naturalization can build bridges between new immigrants and the existing society.

Typically, the total time to naturalize is between 18 – 24 months. This includes submitting the visa application Form N-40, attending a biometric appointment, taking a citizenship examination, and taking the oath of allegiance and receipt of Certificate of Naturalization after receiving a decision on the application.

LO: 7: Recognize and discuss the changing United States immigration patterns and their impact on the workplace.

Difficulty: Challenging AACSB: Application of knowledge

Section 21: Immigration Interview There are no questions for this chapter. This is a class exercise.

Section 22: Jane Elliott: A Class Divided Exercise There are no questions for this chapter. This is a class exercise.

Section 23: A View of Cultural Diversity There are no test questions for this chapter. This is an article for students to read and respond to.

-Harvey, Understanding and Managing Diversity 7th Edition Section III Understanding the Primary Dimensions of Diversity: Age, Gender, Sexual Orientation, and Intellectual and Physical Disabilities

Section 24: How Old Should You be to Drive a Bus? Exploring Ageism There are no questions for this section. This section is an activity project for students.

Section 25: Ageism in the Workplace 1) Why is ageism used primarily to refer to discrimination of older adults in the workplace?

A) Older adults are less capable of understanding technology and hinder productivity.

B) Older adults are less attractive and care less about appearances than younger adults.

C) Older workers are leaving the workforce in record numbers.

D) Older workers are viewed more negatively because of the process of loss and decline.

Answer: D LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

2) Why does most research about ageism focus on those ages 55 and older?

A) The Age Discrimination in Employment Act identifies those over 55 as protected under the Act.

B) Most senior level managers are over the age of 55.

C) The age of 55 is the initial societal norm for retirement.

D) Those over age 55 are less likely to need income from work, taking jobs away from younger workers.

Answer: C LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

3) Which Act prohibits discrimination against applicants and employees over the age of 40?

A) Section 188 of the Workforce Investment Act (WIA) B) The Age Discrimination in Employment Act (ADEA) C) The Age Discrimination Act (ADA) D) Certified Age Friendly Employer Act (CAFE) Answer: B LO2: Explain the legal implications of age discrimination in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

4) When the ADEA was passed, why was it expected to create economic growth?

A) The increased levels of skilled workers would lead to increased productivity.

B) Young workers were unprepared to be in the workforce.

C) The EEOC would experience less claims with fewer costly settlements.

D) More mature women would be included in senior leadership positions.

Answer: A LO2: Explain the legal implications of age discrimination in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

5) How do younger workers perpetuate the justification of ageist practices at the workplace?

A) By believing that older adults should leave higher paying jobs to make way for younger workers.

B) By believing that older workers are not interested in promotions and career advancement.

C) By believing that women who took time off to raise children are not serious about their careers.

D) By believing that older workers should take advantage of Social Security as soon as eligible.

Answer: A LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Difficult AACSB: Diverse and multicultural work environments

6) How can employers combat the shrinking size of the labor force?

A) Encourage more young people to enter the workforce B) Change practices that perpetuate ageism and current retirement policies C) Provide more Social Security benefits to those who wait longer to retire D) Help older workers build their skill sets Answer: B LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Analytical thinking

7) Why is the use of phased retirement program an advantage for an employer when trying to complete project-based work?

A) Older workers have better attendance and are better at meeting deadlines.

B) Older workers are better able to train younger workers in how to accomplish the goals of the work.

C) Older workers are knowledgeable about the work, culture, and procedures of the organization.

D) Older workers no longer need to work toward the organization’s mission and objectives.

Answer: C LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Analytical thinking

8) When are employees less likely to feel discriminated against due to age?

A) When employees are highly commitment to the mission of the organization B) When the work environment allows for those of a similar age to work together C) When the work environment allows for phased retirements D) When the work environment is inclusive to all ages

Answer: D LO2: Explain the legal implications of age discrimination in the workplace.

Difficulty: Easy AACSB: Application of knowledge

9) Which of the following is a potential impact when hiring an older adult?

A) They turnover at a faster rate than younger adults B) They won’t pursue upward mobility and promotions C) They tend to be more dedicated and committed D) They will have more non-medical related absences Answer: C LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

10) How does working longer improve an individual’s experience on the job?

A) Workplace negativity has less impact B) There is greater cognitive functioning C) Older workers are less likely to complain about discrimination and ageism D) Commitment to the organization increases Answer: B LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Analytical thinking

11) According to Mark Zuckerberg, the founder of Facebook, younger people are smarter than older people.

Answer: TRUE LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

12) Phased retirement allows older workers to gradually reduce working hours while collecting retirement benefits such as Social Security.

Answer: TRUE LO2: Explain the legal implications of age discrimination in the workplace.

Difficulty: Easy AACSB: Reflective thinking

13) Ageist stereotypes are often centered around the idea that older women are less valuable, but older men have technical skills to share with younger workers.

Answer: FALSE LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB:

14) The number of workers 75 and older in the workforce is expected to grow by 96.5% by 2030.

Answer: TRUE LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Moderate AACSB: Application of knowledge

15) Describe advantages that employers can have when they hire older adults and eliminate ageism practices in their workplace.

Answer: Age diversity in the workplace impacts motivation, training and hiring practices, management and leadership styles, recruitment and retention, and more. The size of the labor force is projected to shrink with the decline of birth rates and higher numbers of people of retirement age.

Some organizations offer phased retirement programs, which is a workplace plan that allows workers of a specified age to gradually reduce the hours that they work for their current employer.

Such programs allow employers to maintain a trained workforce while employees can have more free time and a gradual transition to full retirement. Phased retirement is a win-win situation in terms of the business case for diversity and for older workers. The company gets knowledgeable trained workers, who already know the culture and procedures of the organization and the older workers are able to work fewer hours. The benefits of hiring an older adult also include their history of dependability, mature skillset, dedication, and commitment, and they are “satisfied, loyal, reliable, and committed.” Voluntary turnover of older adult workers is much lower than that of younger employees. Organizational memory and knowledge sharing between older and younger employees can create a more positive perception of aging.

LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Challenging

AACSB: Diverse and multicultural work environments

16) Explain why women often experience higher levels of ageism in the workplace than their male counterparts.

Answer: Women often experience higher levels of ageism in the workplace than their male counterparts. This significantly has to do with the perception of physical aging’s impact on the value of a person. Physical aging in men is often associated with virility and wisdom, while with women it is associated with ugliness, and loss of attraction as older women lose societal value as their bodies change from young to old. Older women often face fewer opportunities for employment because of these stereotypes.

LO2: Explain the legal implications of age discrimination in the workplace.

Difficulty: Challenging AACSB: Analytical thinking

17) Provide common examples of ageism and explain why they are discriminatory.

Answer: Ageism permeates our everyday lives in the way we speak, the people we choose to be around, and the views we have on an individual’s ability in the workplace. Common examples of everyday ageism are using ageist language such as “silver tsunami” or calling older adults “grandma” and “grandpa”; favoring young adults for tech jobs; and marketing campaigns stressing the need to eliminate gray hair and wrinkles because they are “unattractive.” At first glance, these examples may seem unconnected; they all relate to the concept that being “old” is bad and perpetuate stereotypes surrounding older adults.

LO: 1: Define and identify ageism, age discrimination, and generational differences in the workplace.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

Section 26: Exploring the Gender Gap: What Are The Issues?

1) How are societies described when they focus on values such as physical strength, assertiveness, and competitiveness?

A) Privileged B) Patriarchal C) Gendered D) Matriarchal Answer: B LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Reflective thinking

2) What has continued to support the continued gender wage gap in the workplace?

A) Women choose college majors that lead to lower paying occupations.

B) Women are not included in horizontally segregated occupations.

C) Improved efforts to enforce vertical segregation.

D) The refusal of women to promote and defend other women in the workplace.

Answer: A LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Easy AACSB: Application of knowledge

3) What does it mean when work is vertically segregated?

A) Women split their time evenly between their career and managing the household.

B) Positions in the industry pay less because they have been traditionally filled by women.

C) Men and women work in the same industry, but men are perceived as more capable.

D) Women are perceived as more upwardly mobile than their male counterpart.

Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

4) How does horizontal and vertical segregation impact Black women over a 40-year-long career?

A) They will be less transformational when they have access to leadership opportunities.

B) They will have more access to training and advanced learning in their fields.

C) They will start new positions at a rate similar to a male counterpart, but then receive smaller increases.

D) They will lose nearly $1 million in wages, and earn significantly less in retirement benefits.

Answer: D LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Easy AACSB: Reflective thinking

5) When an organization has a higher proportion of women in leadership roles, what are they more likely to report experiencing?

A) Improved transactional leadership practices B) Increased turnover C) A smaller pay gap between men and women D) Increased innovation and productivity Answer: D LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

6) Which leadership style is relationship oriented and centers on consensus building rather than goal direction?

A) Transactional B) Task-oriented C) Transformational D) Trait-oriented Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

7) Which of the following is a tendency women have in their conversational style that reinforces the perception of men being stronger leaders?

A) Women are more direct in their speech patterns.

B) Women ask questions rather than making positive statements.

C) Women ask questions in a more interrogating manner.

D) Women tend to interrupt more.

Answer: B LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

8) Why did more women than men lose their jobs during the COVID-19 pandemic?

A) Women are overrepresented in service industries such as childcare, retail, and hospitality.

B) The children who were at home were considered a distraction for women.

C) Women were less interested in continuing mentorship initiatives while at home.

D) More women refused to travel during the pandemic than men.

Answer: A LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Easy AACSB: Application of knowledge

9) Why are mentorship opportunities more difficult to find for women?

A) There are fewer mid-career women interested in having older people as mentors.

B) There are fewer women in positions to be potential mentors.

C) There are more key networks for women, making mentors of little importance.

D) Women are usually more skilled at cultivating their social capital.

Answer: B LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

10) How can organizations utilize their talent pool to increase effectiveness in today’s global marketplace?

A) Use the cultural norms of the society where the firm wants to do business B) Use economic clout as a source of power

C) Commit to advancing all groups of employees D) Refuse to promote and mentor those who use their social capital to advance Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

11) Women of color are more than five times more likely than White women to quit a position because they were overlooked for a promotion.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

12) Because blatant cases of gender discrimination are less prevalent than in the past, there is an illusion that inequality based on gender no longer exists.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

13) Research has found that transactional leadership styles contribute to the efficacy of leadership in the organization.

Answer: FALSE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

14) Norms and behavioral expectations based on gender can vary greatly from one culture to another.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Easy AACSB: Reflective thinking

15) Describe the Returnship program initiated by Goldman Sachs and its advantages for firms who utilize returnship programs.

Answer: Goldman Sachs initiated the first Returnship program to address the needs of women who were trying to reenter the workplace after taking time off. This is a re-entry training and mentoring initiative, somewhat like an internship, specifically designed to transition career-experienced women back to the mid-level management workplace after a significant absence. Previously, women returning to the workforce after a multi-year absence were seen as technologically obsolete.

Corporations didn’t want to have to train older generations to use new technology and so they didn’t hire them. But their experience mostly proved that wrong—older generations and back to work mothers are just as capable of learning company software as young interns. Today, over 200 companies have returnship programs. The advantages for these corporations include the opportunity to see if the person is a good fit for the organization, less turnover than younger employees, a mature work ethic, and a wealth of previous work experience.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) Describe the “broken-rung” effect identified in the 2022 McKinsey report Women in the Workplace.

Answer: McKinsey’s 2022 Women in the Workplace report characterizes White women’s and women of color’s lack of corporate level positions, as due to a “broken-rung” effect in the pipeline of career progress. For example, if for every 100 men who are promoted, from entry level to management, only 87 White women and 82 women of color are promoted, that is, are still in the pipeline. So, at each level of the organization, as this pattern continues, there are always more men and fewer women. This pipeline varies by industry. In industries dominated by men, like manufacturing, women represent only a small number of entry-level positions. There are even fewer women in the pipeline at successive levels.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB: Analytical thinking

17) Describe the impact of vertical segregation and why wage gaps occur.

Answer: Vertical segregation occurs when women and men are working in the same industries, but men are perceived as being more capable, skillful and/or qualified for the better paying and more upwardly mobile line positions than women. For example, “the male-dominated finance sectors saw some of the widest pay gaps, with securities, commodities, and financial services sales agents topping the list at a 56.84% difference in earnings. On average, men make $1,891 per week, compared to a woman’s pay of $1,054” with similar wages gaps between men and women’s salaries in the legal profession, medical science, and so on. A 2023 Brookings Institute study found that even when controlling for equal credentials and experience, men teachers averaged roughly $4,000 more in salary than women. The two explanations for the gap are 1) men are more apt to be compensated for extra duties like coaching, or teaching summer school than women, especially if the principal is

also a man and 2) women may have more caregiving responsibilities and less time for these optional duties.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB: Analytical thinking

Section 27: Women in Professional Sports: Can the Inequity be Fixed?

1) In which sport are the salary comparisons between men and women closest to being equitable?

A) Golf B) Tennis C) Softball/baseball D) Basketball Answer: B LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Easy AACSB: Reflective thinking

2) According to Megan Rapinoe, former captain of the U.S. Women’s soccer team, why is there an imbalance between compensation for male and female athletes?

A) Women are paid on their potential B) Men are paid for results C) Women are often paid based on what they have accomplished D) Men have less access to sponsorships Answer: C LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

3) What do the increasing compensation packages for top female CEOs signal about gender parity?

A) There is more intentionality and accountability at the board level to ensure pay equality.

B) The wage gap for all women, regardless of industry, is rapidly closing.

C) Gender parity in corporate leadership is declining.

D) The glass ceiling that has held women back has been permanently broken.

Answer: A LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Analytical thinking

4) What impact did Title IX have on women in sports?

A) Female athletes could now earn prize money for winning tournaments.

B) Women had to be paid the same as men for winning similar competitions.

C) Female athletes were no longer subject to gender confirmation exams.

D) Equal access to opportunities to play sports was guaranteed.

Answer: D LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

5) Which of the following supports the idea that those who are the most talented or who work the hardest will rise to the top tier of their field?

A) Meritocracy B) Sponsorship C) Gender vertigo D) Vertical segregation Answer: A LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Easy AACSB: Reflective thinking

6) What was the basis of the lawsuit filed by the U.S. Women’s Soccer team against the United States Soccer Federation under the Equal Pay Act and Title VII of the Civil Rights Act? A) Lack of media and broadcast time B) Institutionalized gender discrimination C) Inability to earn money from sponsorships D) Lack of female referees within the sport Answer: B LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

7) How do sponsorships add to gender discrimination issues in sports?

A) Sponsorship deals make up the majority of the income component for women.

B) Women make up the majority of sports sponsorships but only 89% percent of sponsorship income.

C) Women earn significantly less than their male counterparts in sponsorship deals.

D) Some professional organizations, such as the WNBA, have banned sponsorship deals for female athletes.

Answer: C LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

8) At the Olympic level, how did the International Association of Athletics Federation’s support inequity between male and female athletes in 2011?

A) They conducted gender confirmation exams on all women who performed well in their sport.

B) They did not provide locker rooms for female athletes, while they did for men.

C) They allowed endorsement deals for men, but not women.

D) They tested women for high testosterone levels, but not men.

Answer: D LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

9) According to 2020 statistics, which percentage of sports sponsorships where given to women?

A) 0.4% B) 8% C) 11.6% D) 37% Answer: A LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Reflective thinking

10) When Naomi Osaka won the Australian Open in 2021, she made only 80% of what Novak Djokovic made for his win.

Answer: FALSE LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

11) During the 1967 Boston Marathon, officials tried to remove Kathrine Switzer from the course because women were not allowed to compete in the event.

Answer: TRUE LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Reflective thinking

12) Endorsement deals make up the largest income component for professional athletes.

Answer: TRUE LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Application of knowledge

13) The concept of meritocracy states that men are paid more in professional sports because they are bigger and stronger than women.

Answer: TRUE LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Moderate AACSB: Analytical thinking

14) Outline the key issues that led to the lawsuit filed by the Women’s United States National soccer team against the United States Soccer Federation.

Answer: The U.S. Women’s Soccer team filed a highly visible lawsuit in 2019 that gained widespread public attention. Twenty-eight team members of the Women’s United States National (USWNT) soccer team filed a lawsuit accusing the United States Soccer Federation (USSF) of “institutionalized gender discrimination” toward the team. The lawsuit was filed under the Equal Pay Act and Title VII of the Civil Rights Act and focused on equal pay and working conditions. With four World Cup titles and four Olympic gold medals, the U.S. Women’s National Team is one of the most accomplished and successful teams in the history of sports. Despite the team’s overwhelming success, they are paid considerably less than the men’s national team. Per regular season game, players on the women’s team earn 89 cents to their male counterparts’ dollar, and the men make almost double in bonuses for World Cup appearances.

LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Challenging AACSB: Application of knowledge

15) Describe the impact of Title IX on college and professional sports.

Answer: Congress enacted Title IX of the Education Amendments of 1972, which requires that no person be excluded from participation in, denied the benefits of, or subjected to discrimination on the basis of sex under “any education program or activity receiving federal financial assistance.” Title IX prohibits discrimination in education programs that receive federal financial assistance. College athletics are an integral part of any institution’s educational program and Title IX exists to ensure that all women are provided equal opportunities to participate. Title IX has helped focus attention on meeting the needs of women interested in athletics and helped education officials to recognize their responsibilities regarding the provision of equal athletic opportunity. The impact of Title IX stretches into professional sports as well. More opportunities have emerged for young women to turn their sport into their career, particularly in the WNBA. Collegiate and professional coaching opportunities have increased as well.

LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Challenging AACSB: Analytical thinking

16) Outline examples in professional sports that lead to the support of fair pay rather than equal pay.

Answer: Title IX guaranteed each access to the opportunity to play sports, but did not guarantee equal pay. Today, sponsorship and viewership vary greatly between male and female sporting events. For example the WNBA loses $10 million annually as an organization, while the NBA profits around $8 billion a year. Viewership of the Men’s National Soccer team was nearly five times as high as that for Women’s National Team matches. In 2017, the Men’s National Team averaged more than three times as many viewers per game, increasing the value of television broadcast rights. According to Megan Rapinoe, there needs to be a paradigm shift in how we understand the value and potential of women. Although these differences are considerable, organizations such as the NBA are committed to the success of the WNBA by investing in its future.

LO: 3: Recognize equity issues for women in business organizations and professional sports.

Difficulty: Challenging AACSB: Analytical thinking

Section 28: The Vertigo of Masculinity: Toward a Gender Democracy & Democratic Manhood

1) In which area have women been particularly successful in dismantling barriers to equality over the past 50 years?

A) Institutionalized power B) Education C) Equal wages D) Promotion and mentorship Answer: B LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Reflective thinking

2) Which of the following describes the idea of gender vertigo that is being experienced today?

A) An ability to excel at competition and risk regardless of gender B) A loss of balance and perspective on the institutional power of White men C) The withholding of emotions to preserve the appearance of being self-assured by men D) The pursuit of subservient and more gender fluid roles by men Answer: B LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

3) When did the massive decline in the institutional power of men, particularly White men, occur?

A) During the 2007 – 2009 Great Recession B) During the 1960s when laws protecting women were being passed C) During the Occupy Wall Street movement in the 2010s D) During the dismantling of privilege over the past 50 years Answer: A LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Reflective thinking

4) Why do men continue to have occupation advantages even though less men are graduating from college than women?

A) Men have been better at adapting to the new modern order.

B) There has been a refocusing on men and boys in the workplace.

C) Men do not experience a decline in job mobility when they become parents.

D) Women continue to be impacted by concept of relative deprivation.

Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

5) Why do White men typically have more advantages in states with more racial diversity?

A) They are less subject to relative deprivation B) They are less subject to gender vertigo C) They are less subject to the norms of democratic manhood D) They are less subject to structural disadvantages Answer: D LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

6) What is the premise of dominant masculinity in the United States?

A) That all men, regardless of race, are superior to women B) That men have become structurally disadvantaged C) That the status of men has fallen over the past century D) That masculinity needs to be consistently proven Answer: D LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

7) What did W.E.B. DuBois mean by what he called the “public and psychological wage” of Whiteness?

A) Lower income Whites possess a higher social standing than Black people.

B) Black people are often considered a subset of “people of color,” devaluing their unique needs.

C) When wages of people of color reach that of White men, equality will be achieved.

D) American men have both economic and psychological advantages over American women.

Answer: A LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Difficult AACSB: Analytical thinking

8) Which of the following presents the idea that where men were once too macho, they are now too sensitive and weak?

A) Democratic manhood B) Gender vertigo C) Beta males D) Dominant masculinity Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

9) How does Michael Kimmel describe the concept of democratic manhood?

A) Where men are emotionally connected to others and believe in equality B) Where men value being emotionally engaged over being strong C) Where the needs of the community replace the need for self-reliance D) Where men have resolved their paradoxical anxiety Answer: A LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

10) How would Kimmel’s concept of democratic manhood work in the real world of gender relations?

A) Aggression and control would be at its core

B) Equality must be earned through hard work rather than privilege C) It would be centered on egalitarianism and empowerment D) It would be private in orientation, focusing on traditional feminine virtues Answer: C LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

11) From the views of the traditional American White masculinity perspective, the idea of “beta males” has served as an affront to the virtues of manhood.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Reflective thinking

12) White men become more structurally disadvantaged as they face more competition with women and people of color.

Answer: FALSE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Analytical thinking

13) Because of a loss of economic power for men since the 1960’s, there has been a substantial increase in suicide and drug overdoses among White working class men.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate AACSB: Application of knowledge

14) White men continue to have systemic advantages even though there are difficult challenges in their lives.

Answer: TRUE LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Moderate

AACSB: Analytical thinking

15) Describe the concept of “relative deprivation” being experienced by White men today.

Answer: The move away from manufacturing jobs has displaced many men. Competition for jobs is not the same thing as discrimination. What may be occurring, scholars argue, is that White men are experiencing “relative deprivation”—the idea that one’s status is falling when compared to previous generations. The White working class is not being unfairly treated in the workplace, in fact, the White working class earns approximately $10,000 more than Black workers with the same gap between working class men and working-class women. White men have experienced a relative decline in key positions of power since the mid-twentieth century. They are not necessarily experiencing discrimination. What we are seeing is more people have more access to the opportunities that were once almost exclusively held by White men. Equality is not the same thing as oppression.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB:

16) Explain why Reihan Salam of the Manhattan Institute referred to the economic downturn that lasted from 2007 – 2009 a “he-cession.”

Answer: During the economic downturn from 2007 to 2009, known as the Great Recession, we started to hear about a massive decline in the institutional power of (White) men, who lost almost 75% of the total number of jobs lost from 2007 to 2009, leading to an historic job shift for women.

This trend motivated Reihan Salam, fifth president of the Manhattan Institute, to call the economic downturn a “he-cession,” and make the bold proclamation that we were going through a shift in gender relations where men will no longer dominate the U.S. economy in the twenty-first century.

The Occupy Wall Street movement in the 2010s popularized the idea of “the 1%,” signaling the perspective that the United States is dominated by elite wealthy White men. At the same time, we saw the share of breadwinning mothers move from 11% in 1967 up to 41% in 2017.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB: Analytical thinking

17) Explain why it is important to consider the idea of white male privilege as a paradox.

Answer: Today, we see a resurgence of movements that appear to yearn for the days of the past where White masculinity was the unquestioned norm. We also see that White men continue to be overrepresented in key positions of power. It might be fair to say that at the turn of the twenty-first century there was more emphasis on getting White men to understand their privilege. These trends have created paradoxes that are confusing. They leave people baffled at the appearance of two seemingly irreconcilable trends. In the absence of an explanation, paradoxes often polarize us into one camp or the other, creating a dynamic where people angrily talk past one another with no hope of resolution. However, when one can understand the underlying logic of this paradox it can lead to not only greater insight but to new ways of living our lives as men and women. These contradictory

trends can push men toward either retrograde and authoritarian identities or new identities that are egalitarian and compatible with the changes we see in the twenty-first century.

LO: 4: Explore the positive and negative impact of masculinity in U.S. culture.

Difficulty: Challenging AACSB: Analytical thinking

Section 29: Allying With and Empowering the LGBTQ+ Community in the Workplace

1) When interacting with members of the LGBTQ+ community, what should you do when first meeting someone?

A) Assume information from social media and stereotypes are accurate and true about all LGBTQ+ people.

B) Simply ask people what terms they use to describe their sexual orientation, gender identity, and/or gender expression.

C) Ask personal questions to increase your understanding even if they have the potential to make someone uncomfortable .

D) Have a developed idea of what you expect the person to be like based on your own beliefs about LGBTQ+ people.

Answer: B LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Easy AACSB: Reflective thinking

2) According to GLAAD’s 2021-2022 annual report on LGBTQ+ inclusion, Where We Are on TV, broadcast television showed programs with how many LGBTQ characters?

A) 10 B) 28 C) 54 D) 92 Answer: D LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Reflective thinking

3) Which event do historians consider as a catalyst for the modern LGBTQ+ civil rights movement, remembered by cities around the world with annual Pride celebrations and parades?

A) The inclusion of nonbinary or Two-Spirit people in LGBTQ+ efforts B) The Stonewall Inn police raid C) The legal case of Obergefell v. Hodges

D) The passage of the Defense of Marriage Act Answer: B LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Application of knowledge

4) Which landmark civil rights case held that Title VII of the Civil Rights Act of 1964 protects gay or transgender employees against discrimination based on their sexual identity?

A) Bostock v. Clayton County B) Obergefell v. Hodges C) Matthew Shepard and James Byrd Jr. Hate Crimes Prevention Act 2009 D) Defense of Marriage Act (DOMA) Answer: A LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Diverse and multiculture work environments

5) Who was the first out LGBTQ+ Fortune 500 company CEO? A) Maura Healey B) Tim Cook C) Pete Buttigieg D) Rachel Levine Answer: B LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Reflective thinking

6) Which of the following is a person’s deeply held sense of being male, female, or another gender?

A) Gender expression B) Sexual orientation C) Gender identity D) Biological sex Answer: C

LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

7) Why is it important to understand the impact of intersectionality when examining the LGBTQ+ experience at work?

A) LGBTQ+ people experience less discrimination when it comes to pay and promotion.

B) The majority of LGBTQ+ people are less racially diverse.

C) LGBTQ+ people experience significantly less discrimination in hiring than people of color D) Not all LGBTQ+ people are equally discriminated against at work.

Answer: D LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

8) Which of the following is critical to hiring, promoting, and retaining employees of the LGBTQ+ community?

A) Establishing mentorship programs B) Having members of the LGBTQ+ community among top leadership positions C) Demonstrating a culture of inclusion and belonging D) Eliminating referral programs that focus on traditional White employees Answer: C LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

9) How can employers empower underrepresented communities at work, helping them connect, advocate, and support each other at work?

A) Apply all federal laws that prevent discrimination to all employees equally B) Include LGBTQ+ employees in identity leadership programs C) Include allies of the LGBTQ+ in all spaces that promote equality D) Establish employee resource groups for LGBTQ+ employees Answer: D LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

10) What should intentional LGBTQ+ hiring and retention practices include to measure their effectiveness?

A) Success measurements and metrics B) A diversity pipeline C) An ERG group D) Mentorship programs Answer: A LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Difficult AACSB: Diverse and multicultural work environments

11) Conversion therapy is designed to help members of the LGBTQ+ community learn to cope with challenges of discrimination.

Answer: FALSE LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Reflective thinking

12) A study conducted by UCLA between 1977 and 2014 shows that public support for lesbians and gay men has declined in the past three decades as more jobs are lost to this group of people.

Answer: FALSE LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Application of knowledge

13) Gender expression is the way in which a person expresses a gender identity, typically through their appearance, dress, and behavior.

Answer: TRUE LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Application of knowledge

14) To be pansexual is to be sexually or romantically attracted to people regardless of their sex or gender.

Answer: TRUE LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Moderate AACSB: Reflective thinking

15) Describe national trends on public support for lesbians, gay men, and transgender rights for the past three decades.

Answer: A UCLA report presented national trends on the publics’ opinion on LGBT rights by aggregating the results from surveys conducted between 1977 and 2014. The report found that public support for lesbians and gay men has doubled in the past three decades. It also reported a 40% increase in support for transgender rights between 2005 and 2011. The UCLA analysis found that public opinion is becoming more accepting and positive towards the LGBTQ+ community, progressively changing with younger generations who are quicker to change than the older ones.

Perhaps, the change is influenced by a broader cultural shift. For example, LGBTQ+ people are becoming accepted as caring legal guardians and parents. LGBTQ+ people can openly serve in the military. They are accepted as productive members of society. Many states have repealed sodomy laws and enacted more LGBTQ+ affirming laws such as marriage equality, same-sex parental rights, and nondiscrimination policies.

LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) Describe the difference between gender identity and sexual orientation.

Answer: Gender identity and sexual orientation are not the same. Transgender people have sexual orientations too, and they may be straight, lesbian, gay, bisexual, queer, and so forth. For example, a transgender woman, who is attracted exclusively to women, would typically describe themselves as a lesbian. If she were exclusively attracted to men, she would likely describe herself as a straight woman. A transgender person, who is attracted to more than one gender might identify as bisexual, having a romantic or sexual attraction or behavior toward both males and females, or to more than one gender. They might also describe themselves as pansexual, that is, sexually or romantically attracted to people regardless of their sex or gender. Nonbinary or Two-Spirit is used by some Indigenous North Americans, who experience their gender identity and/or gender expression as falling outside the binary gender categories of men and women.

LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Challenging AACSB: Analytical thinking

17) Outline beliefs of the the Human Rights Campaign Foundation and the policies employers must establish to earn top ratings in their Corporate Equality Index.

Answer: The Human Rights Campaign Foundation’s Corporate Equality Index (CEI) is the national benchmarking tool of corporate policies, practices, and benefits pertinent to lesbian, gay, bisexual, transgender, and queer employees. To earn top ratings, employers must establish and implement comprehensive policies, benefits, and practices that ensure greater equity for LGBTQ+ workers and their families. Among the items measured by the index are: • Official recognition of a LGBTQ+ support group • Sexual orientation, gender identity, and gender expression nondiscrimination policies • Equal health and other benefits for different-sex spouses, and same-sex partners or spouses • Training aimed at increasing the understanding of sexual orientation and/or gender identity • Public engagement with the broader LGBTQ+ community including targeted recruitment programs, and efforts to find and use LGBTQ+-positive suppliers.

They found that equitable policies and benefits are critical to LGBTQ+ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary to demonstrate inclusion.

LO: 5: Identify best practices for empowerment and allyship of LGBTQ+ persons in the workforce.

Difficulty: Challenging AACSB: Application of knowledge

Section 30: Is This Sexual Harassment

There are no text questions for this section. This section is an activity for students.

Section 31: Understanding Neurodiversity: Building a More Inclusive Workplace 1) How can employers empower individuals with disabilities to reach their fullest potential?

A) Promote inclusive workplace environments B) Advise staff of an individual’s specific disability C) Avoid universal design in the work space D) Don’t disclosure neurodiversity issues Answer: A LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

2) According to the Office of Disability Employment Policy (ODEP), what percentage of individuals who identify as having a disability participated in the workforce as of November 2022?

A) 43.1 % B) 23.7% C) 17.8% D) 34.6% Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Reflective thinking

3) Which of the following best defines self-disclosure?

A) A process by which a person shares personal experiences about working with individuals with disabilities.

B) Working with Human Resources to announce a disability.

C) A process by which one person reveals information about themselves to another.

D) Disclosing information to your employer about work preferences.

Answer: C LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Easy

AACSB: Reflective thinking

4) Which of the following best describes neurodiversity?

A) The unique skills of a person B) Restricted and respective behaviors C) Simplified differences of the brain D) Limited social communication abilities Answer: C LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

5) When an individual has Level 2 neurodiversity, and has obvious repetitive behaviors, how can a manager help them complete their work?

A) Help them self-organize B) Prompt them for focus and attention to simple task C) Encourage them to move between activities that mean the most to them D) Have them practice initiating social interaction Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Analytical thinking

6) How can we create a more inclusive workplace for individuals with disabilities?

A) Think about what a person can do, instead of what they cannot B) Eliminate unconscious biases C) Provide the same workplace accommodations and modifications to all D) Ask all applicants to disclose any potential disabilities during the hiring process Answer: A LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate

AACSB: Reflective thinking

7) Why will some employees avoid seeking support or self-disclose their disability?

A) They lack the verbal and nonverbal communication skills needed to explain it.

B) They are not aware they need accommodation other than what is already provided.

C) They have learned coping tools.

D) They are concerned about obtaining employment and avoiding termination.

Answer: D LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Analytical thinking

8) Which type of barrier to employment do ABLE Accounts help to overcome?

A) Personal B) Skill-based C) Workplace D) Systematic Answer: D LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Analytical thinking

9) How can a firm help an employee with systematic barriers succeed at work?

A) Scaffold skill building B) Match talents to open positions C) Provide ongoing training D) Allow flexible work schedules Answer: D LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Difficult AACSB: Analytical thinking

10) Which of the following is a type of personal barrier that a person with disabilities can overcome with accommodation?

A) The hiring process B) Social skills C) Transpiration D) Loss of benefits Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Easy AACSB: Application of knowledge

11) Creating an inclusive workforce is accomplished through a review of hiring and retention practices.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Easy AACSB: Reflective thinking

12) Many people at work utilize accommodation without realizing that these are accommodations.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Reflective thinking

13) When workers develop their own accommodations to support their ability to complete their job duties, they may not have to disclose their disability.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

14) Almost 80% of individuals who identify as having a disability currently are not part of the workforce.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Reflective thinking

15) How can the Job Accommodation Network (JAN) help employers create a more disabilityinclusive workplace?

Answer: According to the Job Accommodation Network (JAN), “In the United States, workplace accommodations are defined as any change or adjustment to a job, the work environment, or the way things are usually done that would allow an individual with a disability to apply for a job, perform job functions, or enjoy equal access to benefits available to other individuals in the workplace. The Job Accommodation Network (JAN) is the leading source for expert guidance, resources, and policies and practices for successful job accommodations and disability employment success. The organization created the “JAN Workplace Accommodation Toolkit a free, comprehensive online resource for employers seeking to move beyond basic compliance with the Americans with Disabilities Act (ADA) in order to create more disability-inclusive workplace” LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

16) Describe unconscious bias and its impact on those with neurodiversity issues.

Answer: Experiences or the lack of experiences can create unconscious biases, which shape our opinions of a certain group of individuals, and in this case, individuals who identify as having a disability. Unconscious bias is defined as a “pre-reflective attribution of particular qualities by an individual to a member of specific social group” (Google, 2022). These unconscious biases create stereotyping, make assumptions, and create judgement. Unconscious biases are one of the systematic barriers that impact the ability for an individual with a disability to obtain a job, which includes assuming the individual does not have the skills to perform job duties, is not able to be independent at work, does not communicate because they use assistive technology, and is not to interact “appropriately” with colleagues and customers. Note that these beliefs and unconscious biases are unfounded and prevent an inclusive work environment.

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Describe universal design and provide examples of universal design in the workplace.

Answer: Universal design is a concept in which products and environments are designed to be usable by all, to the greatest extent possible, without the need for adaptation or specialized design as identified by Ron Mace’s work (The UD Project). Strategies developed to support individuals with disabilities often support other individuals. Examples of universal design include, but are not limited not limited to, automatic doors, ramps, tactile pavement, dimmable lights, low-floor buses, and large print.

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

Section 32: A Letter from a Neurodivergent Employee 1) Why do some job seekers struggle to find a supportive organization?

A) They don’t perform well enough to thrive.

B) They are embarrassed to ask for accommodation.

C) They don’t know which resources are available to them.

D) They don’t know they are neurodivergent.

Answer: D LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Reflective thinking

2) Why should employers avoid a cookie-cutter model when working with people who are neurodiverse?

A) Neurodiverse people may not know they are neurodiverse.

B) People may not wish to disclose personal issues.

C) There are infinite ways in which people can be neurodiverse.

D) People may have already determined how to make their own accommodations.

Answer: C LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Analytical thinking

3) How does the letter from “A Concerned Neurodivergent Employee” describe their being autistic?

A) As a creative and inclusive skill B) As a balance of strengths and talents C) As a negative label that hinders their life skills D) As an area of trust and personal safety Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Analytical thinking

4) What benefits would the establishment of an Employee Resource Group in the workplace offer the employer as well as the employee?

A) A place to discuss both work and non-related work matters B) A place to understand the discrete start and end of the autism spectrum C) A place to better understand neurodiversity as an obstacle to doing good work D) A place to understand how all neurodivergent people are alike Answer: A LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Analytical thinking

5) Which is the best question to ask when trying to make the workplace more inclusive and equitable for everyone?

A) What do I need to know about your neurodiversity challenges?

B) What can I do to make this an inclusive space for you?

C) How well do you understand your needs for accommodation?

D) Are the accommodations for neurodiverse people the same as those with physical disabilities?

Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

6) Why do terms such as “high functioning,” “low functioning,” and “on the spectrum” promote a deficit-based model of autism?

A) They don’t indicate the degree to which a person is neurodivergent.

B) They don’t highlight the differences between one end of the spectrum and the other.

C) They don’t measure autism in a linear fashion.

D) They don’t consider strengths, talents, or exceptional abilities.

Answer: D LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Difficult

AACSB: Analytical thinking

7) How does the writer of the Letter from a Neurodivergent Employee prefer to think of autism?

A) As a way to determine the accommodations needed based on type of deficit B) As a way to determine whether they are high or low functioning C) As a color wheel that is open-ended and abstract D) As a spectrum with a discrete start and end Answer: C LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Easy AACSB: Reflective thinking

8) How does the writer of the Letter from a Neurodivergent Employee want their manager to view neurodiversity at the workplace?

A) As something that facilitates their ability to be more effective and productive B) As an obstacle that prevents them from doing their best work C) As an issue that can be eliminated with minor accommodations D) As a tool to use in building a more inclusive workforce Answer: A LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

9) In addition to ERGs, how else can an organization allow for a meaningful and inclusive community for all members?

A) Have managers describe their ideal work environment for employees B) Use small teams instead of larger ones C) Focus on tools that maximize productivity D) Build larger team collaboration efforts into more work activities Answer: B LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Analytical thinking

10) What is the advantage of working with a neurodiverse person to create a “Working with Me” document?

A) Managers can hold neurodiverse employees to higher standards.

B) Managers can help entire teams learn the best way to include neurodivergent employees in work processes.

C) Managers can better advocate for employees and support their success more meaningfully.

D) Managers can eliminate other types of accommodation such as wheelchair ramps and automatic doors.

Answer: C LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Difficult AACSB: Analytical thinking

11) A person with autism can be deficit in some skills while being exceptional in others.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

12) Accommodations should be viewed as mechanisms to allow everyone to do their best possible work rather than as creating an unfair advantage.

Answer: TRUE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

13) When there is a support structure, neurodiverse people may feel much more comfortable discussing their neurodiversity with their employers.

Answer: TRUE

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

14) Neurodiversity can be managed in the same way for most employees.

Answer: FALSE LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Moderate AACSB: Application of knowledge

15) When considering people who are neurodivergent and their strengths and weaknesses, why is a deficit-based model harmful?

Answer: A deficit-based model only focuses on what neurodivergent people cannot do or struggle to accomplish. When working with neurodivergent people and understanding how to create an equitable environment, consider the difference between these two questions: “Why do they struggle to perform this task?” versus “How can I help them do this task even better?” Though they sound the same, the difference in intention is extremely different.

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Analytical thinking

16) How can a “Working with Me” document benefit teams that have both neurodivergent and neurotypical employees?

Answer: “Working with me” documents enable all kinds of employees to be candid regarding their individual style of working. Parents, for instance, can discuss flexible arrangements in their schedule to pick up their kids from school or spend time at home with them. Neurodivergent employees can their unique style of working, whether that’s in how they communicate or how they collaborate.

“Working with me” documents open the door to have meaningful dialogues about one’s unique way of working.

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) What arguments can you make in favor of improving and expanding your accommodations request process?

Answer: Accommodations are not meant to be “cheat codes” or something to give unfair advantages to certain employees. They create equity and balance amongst employees in an organization. The goal of an accommodation is to create equity for everyone and put employees on the same page, rather than have disparate or disproportionate working environments across employees in a company.

LO: 6: Develop a better understanding of the barriers to employment still faced by people with intellectual and physical disabilities.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

Section 33: Accessibility for Everyday and Beyond

There are no test questions for this section. This section is a series of key concepts. According to the test bank developed by the author, questions are not needed for this section.

Harvey, Understanding and Managing Diversity 7th Edition Section V Understanding the Secondary Dimensions of Diversity: Social Class, Religion, Military Service, and Work-Life Balance

Section 34: Does Social Class Make a Difference?

There are no test questions for this Section. This is an assignment for students.

Section 35: Social Class Diversity

1) In addition to socioeconomic status, what does social class identity depend on?

A) Education B) Mobility C) Social class origins D) Meritocracy Answer: C LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Reflective thinking

2) From where does social class prejudice originate?

A) From the belief that poverty is a structural attribution B) From the belief that success and failure reflect personal qualities C) From the belief that social class mobility is uncommon D) From the belief that education levels the playing field for all social classes Answer: B

LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Analytical thinking

3) Which of the following accurately describes the opportunity for social class mobility in the United States?

A) Most people can move from the bottom three quintiles to the top 2 percent of all income earners.

B) Most people will not achieve class movement until they are in their 50s.

C) It is more common for those born into the lower middle class.

D) It is less common than most people believe and has not increased in recent decades.

Answer: D LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Reflective thinking

4) Which of the following is often cited as one of the keys to social mobility?

A) Education B) Meritocracy C) Hard work and perseverance D) Home ownership Answer: A LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Easy AACSB: Reflective thinking

5) Why does the ability for home ownership impact social class?

A) Home ownership provides more income for recreational activities.

B) People who own homes rely more on community to maintain homes and their values.

C) Children in families who own their own homes have more stability and success in school.

D) Public safety in the neighborhoods with homes is better than in neighborhoods with apartments.

Answer: C

LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Analytical thinking

6) Why is cultural capital considered critical for upward mobility?

A) It is easy to consciously learn at school and on the job.

B) Cultural capital tends to be specialized.

C) It is not correlated with socioeconomic status.

D) Those raised in higher socioeconomic environments know the “rules of the game” for job success.

Answer: D LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Diverse and multicultural work environments AACSB: Analytical thinking

7) Why do organizations have a particularly important role in alleviating the disadvantages associated with class?

A) Organizations and the workplace both reflect and define social and economic status.

B) Organizations have less resources to aid those from lower socioeconomic classes.

C) Organizations have more empathy for class migrants in the workplace.

D) Organizations are subject to more laws that are designed to alleviate disadvantages associated with class.

Answer: A LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Analytical thinking

8) How can organizations help social class migrants transition into the workplace more effectively?

A) Train managers to avoid empathy and move to objectivity as a skill to bridge cultural divides.

B) Include them in more formal mentoring programs.

C) Increase the use of credentialism as a prescreening mechanism.

D) Eliminate organic and informal mentoring practices by leaders.

Answer: B LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Reflective thinking

9) Which of the following is a form of credentialism?

A) Recruiting job applicants only from select schools B) Asking candidates their salary requirements C) Offering flexible scheduling and tuition reimbursement D) Requiring job applicants to have a necessary skillset Answer: A LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Application of knowledge

10) Why is income and wealth a poor measure of social class?

A) It can be inherited through generations B) It does not measure cultural capital C) It does not guarantee advanced education D) It considers those who don’t fit societal norms Answer: B LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Analytical thinking

11) Hard work and determination, rather than luck, play the most important role in determining one’s life trajectory.

Answer: FALSE LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate

AACSB: Reflective thinking

12) When those from lower social class origins work with those from other socioeconomic classes, problematic behaviors can occur at the individual and institutional level.

Answer: TRUE LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

13) Once a student from a less advantage family enrolls in college, they tend to have the same advantages as students from more advantaged families.

Answer: FALSE LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Application of knowledge

14) Those who possess cultural capital will have an easier time adjusting to higher socioeconomic environments because they know the “rules of the game.”

Answer: TRUE LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Moderate AACSB: Application of knowledge

15) Explain the role of cultural capital during the job search process.

Answer: A lack of social and cultural capital can create barriers at the recruitment, hiring, and promotion phases of a career. Because of networking, those with relatives and friends who are well connected certainly have an advantage in this regard. Many prestigious firms recruit from a select group of colleges and universities where students from poorer backgrounds are often underrepresented. Resumes may be screened through a social class lens. At the interview phase of a job search, a lack of cultural capital can also put candidates at a disadvantage. People simply hire people with whom they would want to hang out. Even if those in charge of the hiring decision are not biased toward hiring people like themselves, cultural capital can play a role. Job candidates may be judged on their professional terminology, presentation skills, speech patterns, and etiquette.

People from higher SES backgrounds are more likely to be prepared for interviews, having received advice from parents and peers. They may have held a wider set of experiences to share with interviewers, such as studying abroad or unpaid internships.

LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Challenging AACSB: diverse and multicultural work environments

16) How is early and elementary education impacted by social class?

Answer: Measures of math, reading, and social skills show significant differences among socioeconomic groups as early as kindergarten with explanations that include differences in birth weight, health, time availability of parents, access to preschool, and the effect of stress on neurocognitive development. One study found that 8th grade students from the poorest 10% of families were a full five grades behind students from the wealthiest families in terms of literacy skills, a gap that has only been growing over time. The primary source of revenue for public elementary and secondary schools is property taxes, and wealthier communities with higher valued homes have greater tax bases. In many states, this disparity is somewhat offset by poorer communities receiving additional state funding. However, poorer districts tend to have higher costs due to a greater proportion of special education and higher needs children. The same dollar simply doesn’t go as far in a poorer neighborhood school. Even if resources were equalized, children from poorer communities have additional obstacles. Academic expectations from parents, neighbors, and teachers may be lower for children from poorer backgrounds.

LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Challenging AACSB: Analytical thinking

17) Describe the relationship between meritocracy and classism in the United States today.

Answer: The U.S. economic system is commonly viewed as a “meritocracy” where rewards are bestowed upon those who are deserving. Those who have achieved success must have earned it somehow, while those who have failed to climb the social ladder have failed in some way. This common perspective leads to negative stereotyping and discrimination of individuals from lower social classes or “classism.” Classism, like many other “isms,” results from prejudices often based on false assumptions. One such assumption is the fluidity of social class. In reality, those born with few resources experience serious obstacles in their efforts to achieve a higher economic and social status. Those born into privilege are given an advantage in life with many extra boosts along the way.

LO: 2: Examine how social class privilege benefits employees in recruitment, hiring and career advancement.

Difficulty: Challenging AACSB: Ethical understanding and reasoning

Section 36: Religion as a Part of U.S. Work Life

1) Which of the following statements about religion in the U.S. is true?

A) The American colonies were founded on Native American and Jewish religious principles.

B) The pilgrims came to America as the first Catholic missionaries for Queen Isabella of Spain.

C) The Protestant work ethic is often cited as the reason that the U. S. has been so financially successful.

D) For the pilgrims, place and practice gave local practices religious significance.

Answer: C LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Easy AACSB: Reflective thinking

2) Which of the following laws or policies first recognized the religious diversity of the U.S.?

A) Reasonable accommodation B) The Immigration and Nationality Act C) Quid pro quo harassment D) Title IX of the Civil Rights Act Answer: B LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Application of knowledge

3) How can religion make a positive contribution to organizational culture in the workplace?

A) It improves collaborative commitment that leads to competitive advantage B) It encourages people to do what is right rather than blindly following the mission statement C) It prevents conflicting views of right and wrong D) It decreases unethical behaviors such as employee theft Answer: A LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate

AACSB: Application of knowledge

4) Which of the following would be illegal under Title VII of the Civil Rights Act of 1964?

A) Refusing to build a chapel where workers who requested this could pray on their lunch hour B) Telling an employee who is distributing religious leaflets to co-workers that they must stop C) Not allowing a Muslim employee to pray on their prayer rug in the lobby of the building D) Telling a Jewish store employee, he may not wear his yarmulke at work because a customer objects to this expression of religious belief Answer: D LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Application of knowledge

5) What does religious conflict for employees in the workplace often stem from?

A) The desire to convert others to their religious point of view B) The lack of constitutional protection of some religious practices C) The desire to have a unified life and to act on religious beliefs D) A growing trend toward an integration of faith and work life Answer: C LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Analytical thinking

6) How does Title VII of the 1964 Civil Rights Act view religion in the workplace?

A) As a constitutional right B) As an extension of the freedom of expression guaranteed by the First Amendment C) As a violation of law D) As something to be protected from discriminatory practices Answer: D LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate

AACSB: Analytical thinking

7) How can an employer determine best practices for religious diversity in the workplace?

A) Modify material developed by the EEOC B) Ask all employees about the religious accommodations they need C) Use quid pro quo standards so all employees can express their faiths equally D) Claim that religious expression creates an undue hardship for the organization Answer: A LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Reflective thinking

8) Why is active involvement in addressing religious diversity in the workplace unsettling for many employers?

A) It has the potential to create violations under Title VII B) It runs counter to Thomas Jefferson’s concept of separation of church and state C) The EEOC encourages employers to prevent violation by refusing to address the issue D) Most organizations follow the cultural norms established by the Protestant work ethic Answer: B LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Difficult AACSB: Analytical thinking

9) How can an employer protect the company from conflicts and lawsuits involving religion?

A) Ignoring religion because it does not belong in the U.S. workplace B) Treating everyone the way they want to be treated in terms of religion C) Being more sensitive to the beliefs of others and making reasonable accommodation for religion D) Eliminate all policies and practices that are based on Christian religions Answer: C LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate

AACSB: Application of knowledge

10) Which of the following idea(s) contributed to the influence of Christianity on American business?

A) The First Great Awakening B) The Protestant work ethic C) The rise of people identifying as agnostic or atheist D) The Immigration and Nationality Act Answer: B LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Easy AACSB: Reflective thinking

11) The concept of quid pro quo harassment can occur when an employer makes demands of a religious nature to an employee or be retaliated against if they don’t comply.

Answer: TRUE LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Application of knowledge

12) The Pew Research Center reports that most Americans do not believe the founders of the country intended it to be a Christian nation.

Answer: FALSE LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Reflective thinking

13) Pope Leo XIII used scripture as the foundation of belief that the opportunity to unionize was good for society.

Answer: TRUE LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Application of knowledge

14) The idea of the Protestant work ethic began when settlers discovered the natural resources of the West and thought of the United States as a land blessed by God. Answer: TRUE LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Moderate AACSB: Application of knowledge

15) How can including religion into the organization’s culture help to create competitive advantage?

Answer: Religion can make an important contribution to an organization’s culture because it provides commonly held, shared values that connect people. An organization’s culture is a shared understanding of what the organization is, how it ought to be, and how its members should behave.

It reflects the shared collective beliefs, values and norms of its members and emerges as a result of people working together and giving meaning to their shared environment. If religion is one of the bases of the organization’s culture, many beliefs, norms and values are likely to be shared deeply. As a result, members are likely to readily pool their efforts in line with the organization’s strategy and move forward with collaborative commitment. Because a strong organizational culture is difficult to build and nearly impossible to imitate, it provides the organization with a valuable competitive advantage.

LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Challenging AACSB: Analytical thinking

16) How did the Great Depression and World War II change religious beliefs in the United States?

Answer: In the 1930s, the Great Depression changed the fortunes of all Americans, workers and owners alike. Poverty overwhelmed the country as the economic gains of industry vanished in the Stock Market Crash of 1929. A “social gospel” that called for shared wealth and care for poor people replaced the earlier belief that prosperity was ordained by God. In 1942, the United States entered World War II, and factories were used to produce war material. After the war, America saw a resurgence of both religious fervor and economic activity, and in the “Cold War” with the Soviet Union, Christianity became the enemy of communism and the proof of one’s patriotism.

LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Challenging AACSB: Analytical thinking

17) Describe how the Protestants came to be established in America and how the First Great Awakening impacted them.

Answer: Though the Puritans came to America in search of religious liberty, their demand for strict adherence to Christian doctrines created a new kind of authoritarianism. In response, competing forms of Protestantism set themselves up as official religions in other colonies. In 1682, William Penn established his “holy experiment” in Pennsylvania, where all faiths were made welcome, though only Protestants were granted the right to vote. In the mid-eighteenth century, the movement called the “First Great Awakening” challenged the authority of the traditional churches by claiming that one could have a direct and intense connection with the Divine, without the intervention of a religious leader. Fiery preachers like Jonathan Edwards called for personal religious conversion, traveling across the country, gathering thousands of people from all Protestant denominations into their tent revivals. As the experience of these ecstatic encounters with God spread, the authority of denominational preachers and doctrines weakened, leading to the demise of some churches and the establishment of new ones.

LO: 3: Explain the role of religion and its history in the United States to determine best practices for the workplace.

Difficulty: Challenging AACSB: Application of knowledge

Section 37: Understanding and Including Military-Connected Employees

1) Why are military-connect individuals, who are integrated into the civilian workforce, typically promoted faster than peers with similar tenure and education?

A) Their organizations often get government benefits for hiring and promoting veterans.

B) They are typically older than their peers in the civilian workforce.

C) They are experienced in working longer hours for less pay.

D) Their teamwork and leadership experience transfers well to civilian workforce.

Answer: D LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Easy AACSB: Integration of real-world business experiences

2) Which of the following groups of military-connected individuals do not have specific legal protections and definitions in the workforce?

A) Active duty military members B) Military spouses C) Veterans D) Military reservists Answer: B LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Application of knowledge

3) Why is it important for organizations and managers to understand the role of military culture in the life and identity of an employee who is a military reservist?

A) It would help in fostering effective team collaboration and mutual understanding among diverse team members.

B) It would allow the you to better appreciate and leverage the unique skill sets that the reservist brings to the team.

C) It would enable you to facilitate effective integration, manage potential absence due to military service, and enhance retention of the military reservist.

D) It would ensure smoother contract negotiations and legal compliance related to reservist employment rights.

Answer: C LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Application of knowledge

4) MegaCorp Inc., a technology company, recently started a recruitment drive for military-connected individuals. After their onboarding with MegaCorp Inc., the HR department is looking for effective ways to support these new hires' transition into the civilian work environment. Based on best practices, which initiative should MegaCorp Inc. implement?

A) Segregate these employees into a single department to ease their transition.

B) Exclude military training and achievements from their performance evaluations.

C) Establish a compulsory after-hours training program on civilian work procedures.

D) Establish mentorship programs and affinity groups for military-connected employees.

Answer: D LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Analytical thinking

5) Toby, a military veteran, recently started working as an operations manager at GrowItUp, an agricultural technology firm. Despite Toby's excellent performance, his boss, Claire, frequently refers to his military background in a way that implies he's an outsider. Which of the following actions would be most appropriate for Claire to support Joe's transition into the civilian work environment?

A) Claire should seek to understand Toby's individual experience, create an environment that acknowledges his military skills without isolating him, and utilize programs like mentorship to support his transition.

B) Claire should completely ignore Toby's military background and treat him exactly like any other employee.

C) Claire should make a point to publicly acknowledge the value of Toby's military experience in team meetings, positioning it as a strength.

D) Claire should continue to highlight Toby’s military background, assuming that it sets Toby apart in a positive way.

Answer: A LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Challenging AACSB: Integration of real-world business experiences

6) GreenGrocers, a prominent retail company, is seeking to diversify its workforce and leverage unique skill sets to enhance its operational efficiency and customer service. The company has recognized the potential benefits of hiring military-connected individuals but has not yet developed a specific strategy. GreenGrocers' current hiring strategy is generic, encompassing a wide range of demographic groups. They primarily use traditional channels for recruitment, such as job boards and career fairs. Which of the following would be an effective strategy for GreenGrocers to hire more military-connected individuals?

A) Continue with the current general hiring strategy that doesn’t distinguish between different demographic groups.

B) Develop a targeted hiring strategy focusing on matching the unique skills and experiences of military-connected individuals with the needs of the organization.

C) Prioritize candidates with military connection, regardless of their military job or type of connection.

D) Limit their recruitment efforts to traditional channels, such as job boards and career fairs.

Answer: B LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Application of knowledge

7) Magda, a military veteran, has recently transitioned to civilian life and is seeking employment in the consulting industry. She is also the spouse of an active duty military member. Although she has valuable skills in leadership, teamwork, and problem-solving, she is finding the transition challenging and is struggling to find a firm that understands her unique skills and experiences. Additionally, her spouse's duty commitments require frequent relocation, which adds to the complexity of her job search.

Given Magda's situation, evaluate the potential impact of a consulting firm adopting flexible work arrangements and allowing telework.

A) It will provide Magda with the flexibility she needs, enhancing her job satisfaction and retention and attract other diverse candidates.

B) It will lead to inefficiencies and lack of coordination among consulting team members that now work from all over the world.

C) It will have negligible impact on Magda's ability to manage her work and personal responsibilities.

D) It will result in a blurring of work-life boundaries, increasing stress levels for Magda and other candidates.

Answer: A LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Difficult

AACSB: Analytical thinking

8) In terms of social perceptions of military service, which of the following is a form of positive stereotyping, where military-connected individuals are perceived as having more positive attributes?

A) Xenocentric views B) Acculturation C) Social aggrandizement D) Stigmas Answer: C LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Reflective thinking

9) What does the Uniformed Services Employment and Reemployment Rights Act of 1994 guarantee members of the military following qualified military service?

A) Freedom from discrimination in programs that recruit, hire, promote, and retain militaryconnected employees.

B) The right to be reemployed at a level of pay and seniority equal to what they would have received if they had not left the employer.

C) The readmittance to educational institutions and the excuse of absences during military service.

D) The deferment of all loans, and interest on those loans, during active military service.

Answer: B LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Challenging AACSB: Analytical thinking

10) Which of the following is typical in companies led by veteran executives?

A) Higher levels of legitimacy with government agencies B) More class action lawsuits C) More aggressive tax strategies D) Higher instances of financial restatements Answer: A

LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Application of knowledge

11) When veterans join the civilian workforce, they generally experience lower levels of unemployment, but also higher earning relative to nonveterans.

Answer: FALSE LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Application of knowledge

12) Some military-connected families resent ritual behaviors, such as thanking them for their service, that lack depth of understanding of military experiences.

Answer: TRUE LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Easy AACSB: Reflective thinking

13) Reservists are less likely to experience PTSD and make fewer personal sacrifices for military service than their active duty counterparts.

Answer: FALSE LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Analytical thinking

14) Military-connected individuals tend to have a higher degree of in-group favoritism than others.

Answer: TRUE LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Moderate AACSB: Reflective thinking

15) Outline ways in which the civilian career of a military-connect individual would be different that that of a coworker who never served in the military.

Answer: Military service involves intense socialization and reinforcement processes that often occur during the transition from youth to adulthood, as most individuals join the military between ages 17–21. The majority of individuals acculturated into military communities eventually seek employment in the civilian workforce, creating a distinct group of workers. Significant differences exist between military and civilian employment contexts, and these differences may not be readily apparent to those who have spent their entire careers either as civilian or military. The military workforce includes a higher percentage of science, technical, professional, and skilled workers, while civilian workforces include more support services, executive, administrative, and managerial personnel. Military members are more likely to move within their organizations, complete overseas assignments, and transition between roles as both subject matter expert and generalist than their civilian counterparts.

LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Challenging AACSB: Integration of real-world business experiences

16) Describe the intersecting stigmas faced by female veterans.

Answer: Veteran status, like some demographic attributes (e.g., race or biological sex), is unchangeable, and like others (e.g., sexual orientation) is relatively invisible. Stigmas can lead to feelings of isolation, alienation, withdrawal behaviors, and the use of coping mechanisms that are incompatible with social norms in work organizations (e.g., dark humor and/or foul language).

Notably, these stigmas can influence the interactions veterans have with organizations, especially with recruiters, supervisors, peers, and subordinates. Veterans may also experience intersecting stigmas when they fall into multiple stereotyped social groups, for example, women veterans. The U.S. military has increasingly relied on women serving in direct combat roles. Women veterans, however, report experiencing systematic minimalization of their service by civilians, male veterans, Veterans Affairs staff, and employers, who characterize it as less than “real” (i.e., male) military experience. Women veterans, therefore, may experience the stigmatization of their prior military service, but without the positive attributes assumed to characterize that service (e.g., toughness, honor, or courage).

LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

17) How does the strong culture of the military lead to out-group attentiveness among militaryconnected individuals?

Answer: Strong military culture, and its associated effects on the identities of military-connected individuals, engenders out-group attentiveness—a hypersensitivity to what happens outside of the community. As a result, members of military communities may focus on the ways in which they are

different than outsiders; psychologically reinforcing an “us” and “them” mindset. Military-connected individuals recognize themselves as a distinct social class from those in the “civilian world,” a phrase used to describe life outside of military culture, including workplaces, health care systems, and other social structures. For example, research has demonstrated that veterans may forgo integrating into groups of nonveterans, preferring instead to associate with other veterans.

LO: 4: Identify and articulate legal protections for active duty, veterans, and military-connected employees.

Difficulty: Challenging AACSB: Analytical thinking

Section 38: Still Fighting for Equal Opportunity: Women’s Changing Roles in the U.S. Military

1) Why has the military expanded the roles of women in recent history?

A) Elimination of entrenched cultural biases B) Improved ability to protect women against sexual harassment and assault C) Proven performance on and off the battlefield D) Increased legal protection for non-military spouses Answer: C LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

2) What has proven to be among the most important factors for change for women in the military?

A) Institutional and normative changes in society at large B) Fewer enlistments by men C) The end of the Women’s Army Corps and integration into full service D) More female-friendly occupations for women in the military Answer: A LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

3) Why did the Department of Defense agree to eliminate the automatic combat exclusion for women in 2016?

A) Women were refusing to accept overseas assignments without the same protection as men.

B) The army was facing a significant shortage of non-commissions officers.

C) The head of NORTHCOM demanded an all-female submarine crew.

D) Two lawsuits had been filed on behalf of women service members.

Answer: D LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Reflective thinking

4) Which of the following was true for women in the military as of 2020?

A) Total participation in the military by women stagnated at just over 30 percent.

B) Women occupy lower ranks in far greater percentages than men.

C) More women reached the rank of General in 2020 than men.

D) Women can now be assigned to units in combat.

Answer: B LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

5) Which is thought to be among the most pervasive mechanisms that work against women’s inclusion in the military?

A) A culture of “hegemonic masculinity” B) Lack of legal support C) Lack of females in leadership positions D) Limited opportunity to prove combat readiness Answer: A LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

6) Which military branch has been identified as being responsible for the most sexual assaults and unwanted sexual contact incidents against women, with more than 8% of female service members reporting unwanted sexual contact incidents in 2021?

A) Navy B) Marine Corps C) Air Force D) Army Answer: B LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Reflective thinking

7) According to research, when are both bureaucratic and sexual harassment of women in the military likely to increase?

A) When living on base B) During basic training C) While in an overt heterosexual relationship D) While on extended missions Answer: C LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Analytical thinking

8) How are women impacted by practices in the Army and the Marine Corp that exclude them from higher prestige combat arms and special operations roles?

A) They are less likely to experience unwanted sexual contacts.

B) They have more opportunity to serve in active combat situations.

C) They utilize more “femininity anchors” as a means of protections.

D) They cannot become qualified for future promotions.

Answer: D LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Challenging AACSB: Analytical thinking

9) What was the outcome of the lawsuits filed by the American Civil Liberties Union (Hegar et al. v.

Panetta)?

A) The Department of Defense demanded an end to automatic ground combat exclusions for women.

B) Branches had to submit integration plans that included standards under which women could apply for combat jobs.

C) All military specialties, including all combat roles, became immediately available to women.

D) Baring women from military specialties, such as flying helicopters, was found to be unconstitutional.

Answer: B LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Challenging AACSB: Analytical thinking

10) How does the military handle family issues that impact women service members?

A) New mothers can defer employment for up to six months.

B) Single mothers cannot be deployed overseas.

C) New mothers can refuse to be deployed.

D) Single mothers can join the military.

Answer: A LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

11) Instances of sexual harassment and assault against women in the military have continued to decrease as more women enter the service.

Answer: FALSE LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Reflective thinking

12) Although progress has been made by women in most rank categories, the higher women move in rank category, the lower their representation.

Answer: TRUE LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Application of knowledge

13) The end of the draft played a key role in the increase in the number of women in the military.

Answer: TRUE LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Analytical thinking

14) Women were first allowed limited participation in fighting wars in the Middle East and Afghanistan.

Answer: FALSE

LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Moderate AACSB: Reflective thinking

15) Describe Emerald M. Archer’s findings on gender framing and stereotype in the Marine Corps.

Answer: Emerald M. Archer reports another example in her research on gender framing and reinforcement of stereotypes in the Marine Corps (Archer, 2013). Her study finds that basic training and ongoing socialization reinforce negative views of women and their contributions. She argues that this negatively influences perceived abilities of women Marines, undermines camaraderie and mentorship opportunities and reinforces a culture of double standards where certain behavior of men is tolerated or excused, but treated negatively when exhibited by women. This leads Marine men to consider women to be second class-members and erodes the self-confidence of women themselves.

LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

16) Describe the career lag being experienced by women in the military and how it impacts their career.

Answer: Women continue to experience improvement in rank attainment, but only marginally and slowly. Women occupy lower ranks in far greater percentages than men. As a result, the ratio of women senior noncommissioned officers to junior noncommissioned officers is only 81.8% of the ratio of their male counterparts. The ratio of women field grade officers to company grade officers is a similar 79.8%; flag officers to field grade officers is only 45.5% of their male counterparts, meaning that a woman field grade officer is only about half as likely as their male counterpart to later be represented at the flag officer rank. This is even lower than the 54.5% it was in 2011. However, data that indicates a disappointing lag for women’s advancement compared to men’s, shows progress over time. The lag in women’s progress in moving up rank categories compared to men’s may represent the time it takes to catch up, slower promotion, higher attrition, or a combination of these. Studies continue to document women experiencing both higher attrition and fewer promotions than men in the military.

LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Challenging AACSB: Application of knowledge

17) How did the Gulf War and campaigns in Iraq and Afghanistan impact the perception of women in the military?

Answer: The first Gulf War demonstrated the effectiveness of large scale integration of women in the military. More than 40,000 women were deployed to the Persian Gulf. In 1993, Secretary of Defense Les Aspin directed all services to open combat aviation positions to women. The next year the Department of Defense ordered occupations directly supporting ground combat units opened up

to women, making another 32,000 Army and 48,000 Marine Corps jobs available. That same year, Congress repealed the law barring women from surface combat ships in the Navy. Women again demonstrated their capabilities in Iraq and Afghanistan. More than 280,000 women participated in these wars by the beginning of 2011, suffering at least 150 fatalities and 800 injuries. The role of women in these campaigns was recognized as critical, and these campaigns advanced the full integration of women in the Army significantly.

LO: 5: Identify and assess the benefits of an inclusive workplace for military connected individuals.

Difficulty: Challenging AACSB: Analytical thinking

Section 39: Evolving Work-Life Balance

1) Mabel spends most of her work days in the company’s offices, but when she has a large project or an upcoming due date, she prefers to work from home to avoid distractions and interruptions.

Which type of work schedule is Mabel using?

A) Gig B) Rigid C) Hybrid D) Bridged Answer: C LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Easy AACSB: Reflective

2) Which of the following is likely to occur with the use of flexible and hybrid work arrangements for new employees in the workforce?

A) They are more likely to be recognized for their individual contribution to team-based work.

B) They are better able to deprioritize non-work needs while working from home.

C) They are less likely to experience worker burnout.

D) They miss out on networking opportunities that can boost their career.

Answer: D LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Analytical thinking

3) Which trend became evident during the COVID-19 pandemic, as more workers worked from home?

A) Increased exhaustion burnout B) Increased productivity C) Improved meetings and conferencing over Zoom D) Improved work relationships Answer: A

LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Analytical thinking

4) How can a manager create high-quality and meaningful communication with remote workers?

A) Make sure all employees are using technology correctly.

B) Schedule regular 1-on-1 check-ins to share feedback and provide support.

C) Increase clarity and transparency on all work-life policies.

D) Establish the use of proximity bias for all workers.

Answer: B LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

5) In which way can offering workplace flexibility policies negatively impact diversity efforts for the organization?

A) Salaries become merit based with less differentiation among underrepresented groups.

B) Issues of childcare and family leave time impact the organization less often.

C) More men will choose remote work opportunities to allow them to be caregivers.

D) Lack of networking and relationship building opportunities.

Answer: D LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

6) How does the implementation gap created by organizational culture impact the success of flexible work arrangements?

A) Underrepresented and minority workers are less likely to take advantage of these opportunities.

B) Workers are demanding more on-site work opportunities to better separate home and work life.

C) There is a strong resistance to changes in the policies, making new policies difficult to implement.

D) Morale and productivity have decreased by as much as 7% when employees are forced to work from home.

Answer: C LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

7) How has the traditional gender role of men as breadwinners changed in recent history?

A) The employment rate for fathers dropped by 9.6% since the COVID-19 pandemic.

B) In families where at least one family member is employed, 18.2% saw just the mother employed.

C) The number of stay-at-home fathers increased by 8% between 1989 and 2021.

D) In households without children, nearly 86% of men work on-site rather than from home.

Answer: C LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Analytical thinking

8) By 2030 how will the baby boomer generation impact the labor force?

A) 9.5% of the labor force will be older than 65 years of age.

B) Baby boomers will demand more traditional work arrangements.

C) Fewer people will be using Social Security and Medicaid programs.

D) Baby boomers will leave the workforce in record numbers.

Answer: A LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Easy AACSB: Application of knowledge

9) According to the company, Resume Builder, why are employers asking retires to return to work?

A) To fill gaps caused by the labor shortage B) To fill newly create jobs that were outcomes of the pandemic C) To reduce bridge employment issues D) To train younger workers just entering the workforce Answer: A

LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

10) How can employers capitalize on the use of older workers to fill labor shortages?

A) Eliminate phased retirement plans B) Offer pension benefits as outlined under ERISA legislation C) Offer flexible work arrangements D) Increase networking opportunities for older workers Answer: C LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Reflective thinking

11) As of 2021, nearly 26 percent of Americans between the ages of 65 and 74 were still working.

Answer: TRUE LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB:

12) Work-life policies and workplace flexibility can enhance organizational diversity efforts.

Answer: TRUE LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

13) Hybrid work arrangements have the potential to create a more equal playing field and eliminate in-group versus out-group dynamics.

Answer: FALSE LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

14) Being a “caregiver” is considered a protected class under EEO laws.

Answer: FALSE LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Easy AACSB: Reflective thinking

15) Describe best practices for creating productive work arrangements to make work from home and hybrid work equitable for employees.

Answer: In addition to understanding the nuances of video meetings and calendar sharing, managers can work to improve the work from home and hybrid work experience. Provide clarity and transparency about all work–life policies as well as exceptions made to those policies. Make inperson office work purposeful, as employees get frustrated when they come on-site, yet sit in an office with the door closed, doing work they easily could have done at home. Encourage walking meetings or other ways to be physically active and comfortable while at work, as appropriate and for those who can do so. Ensure comparable job descriptions and work expectations whether employees are fully remote, fully on-site, or hybrid. Performance management processes should be updated, and managers trained to accommodate all work types.

LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Challenging AACSB: Application of knowledge

16) Outline the disadvantages of working from home.

Answer: Working from home may mean working all the time, with a reduced ability to detach from work responsibilities. During the pandemic, people’s working hours actually increased, and many experienced Zoom fatigue, or mental exhaustion from excessive video conferencing. There was evidence of a trend of an inability to separate work and family roles, leading also to exhaustion and burnout. Loneliness and isolation are risks to job performance as well as mental health and wellbeing. The more one works remotely, the fewer opportunities to gain opportunities and communication skills that helps to aid relationship-building. With remote work, while work–life balance and family commitments may be helped, relationships with work colleagues may suffer.

LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Challenging AACSB: Application of knowledge

17) Outline the major shifts in the twenty-first century labor force in terms of gender roles and home responsibilities.

Answer: The twenty-first century labor force is seeing more shifting of gender roles and home responsibilities. For example, more men are becoming the primary caregiver of children while their partner is the primary breadwinner, more men are working from home or being a stay-at-home parent in a reversal of “traditional” parent roles. The labor force has more single parents, more older workers, and more people responsible for caring for a relative. There has been an increasing interest in more flexible work schedules across all labor force participants. Then, the COVID-19 pandemic caused an upheaval in how people conceptualize and hold assumptions about when they work, where they work, and even why they work. Considerations of work–life balance are increasingly expansive across both “work” and “life” domains. Previously, the focus was on traditional out of the home employment. Now work doesn’t necessarily mean commuting to an office Monday through Friday, but may entail non-standard work arrangements such as gig economy jobs, work-at-home, or side-hustles.

LO: 6: Evaluate the importance of work–life balance practices to organizations and individual employees.

Difficulty: Moderate AACSB: Application of knowledge

Section 40: Social Class Exercise

There are no test questions for this Section. This is an assignment for students.

Harvey, Understanding and Managing Diversity 7th Edition Section V Current Issues in Diversity

Section 41: The Ethics of Workplace Diversity

1) When firms value diversity, and respect and appreciate the differences that make individuals unique, what is at the core of their values?

A) Promoting social values B) Increasing profitability C) A changed way of thinking D) Bridging the link between effort and reward Answer: C LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Challenging AACSB: Analytical thinking

2) Why is a diverse workforce likely to be more creative and more capable of instituting and accepting change?

A) Diverse workgroups tend to be more pragmatic.

B) Diverse workgroups tend to be more accepting of ambiguity.

C) Diverse workgroups utilize more flexible work schedules.

D) Diverse workgroups are better able to communicate needs.

Answer: B LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Application of knowledge

3) How does diversity increase the potential for creativity?

A) Through innovation leading to new market opportunities B) Through the understanding that diversity increases profitability C) Through a wider and deeper ability to communicate across cultures D) Through an ability to strengthen ties with other creative groups Answer: A LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Analytical thinking

4) In what way is an ethical approach to diversity different than a pragmatic approach?

A) It allows each individual to determine what they consider good and bed.

B) It is based on a legal framework, and identifies anything that is legal as ethical.

C) It required managers to earn a profit to fulfill their ethical obligations to stakeholders.

D) It is based on judgements about right and wrong, and what ought to be in our world.

Answer: D LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

5) Which approach to valuing differences claims that diversity produces the quality of goodness as a process rather than an outcome?

A) Universal B) Teleological C) Particularistic D) Deontological Answer: D LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Application of knowledge

6) What is the basic premise of a teleological approach to diversity?

A) Producing the quality of goodness through the pursuit of diversity B) Considering the impact of culture in our thoughts about diversity

C) Caring for others as an outcome rather than a process D) Creating practices that are universal in nature that increase diversity Answer: C LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

7) How does the universalism dimension of culture impact ethical decisions of American businesses?

A) They are typically relationship-based B) They are typically particularist C) They are typically rule-based D) They are typically variable and depend on context Answer: C LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

8) According to the deontological ethical system as it relates to diversity, how did diversity in our workplaces initially develop?

A) As a response to a power shift B) As a response to the need for distributive justice C) As a response to a changed belief system abut what is right D) As a response to the need to care for others Answer: A LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Difficult AACSB: Ethical understanding and reasoning

9) According to teleological categories of ethical theories, which approach to ethical decision making is based on creating the greatest good for the greatest number?

A) Distributive justice B) Utilitarianism C) Acts of charity

D) Pragmatic reason Answer: B LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

10) What can using the ethics of caring lead to?

A) Anonymity in decision making B) Emotional connections among people C) Increased use of the veil of ignorance D) Improved creativity and profitability Answer: B LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

11) According to the distributive justice approach to decision making, making decisions under a veil of ignorance would create more benefits for those who were least advantaged.

Answer: TRUE LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

12) When one is told to treat others as they wish to be treated, an ethical argument based on caring for others is being made.

Answer: FALSE LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Application of knowledge

13) Diversity must be viewed in terms of cultural context because culture impacts the shared understanding of what it means to be ethical.

Answer: TRUE LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

14) When firms promote and work for improve diversity efforts, it is usually for economic rather than ethical reasons.

Answer: TRUE LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Moderate AACSB: Reflective thinking

15) Explain why F. Neil Brady’s categorization of ethical theories based on the claims that the theory’s application makes can be helpful in considering the ethical bases for diversity.

Answer: Brady’s categorization describes various ethical theories based on the claims that the theory’s application makes: Is the theory universally applicable (the rule, built on understood similarities) or does it claim a situational focus (it all depends, built on differences)? This distinction is helpful for several reasons as we consider the ethical bases for diversity. First, it incorporates consideration of the decision’s context. This distinction also corresponds in interesting ways to the universalism–particularism dimension used to describe culture differences. In cultures that measure high on the universalism dimension, such as the United States, Switzerland, Australia, and Canada, rules are seen to apply to all equally. In particularistic cultures such as China, Japan, Venezuela, Greece, India and most Arab countries, rules are seen as more variable, depending on the context and the actors.

LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Challenging AACSB: Ethical understanding and reasoning

16) Describe how the resource-based theory is used as an argument for diversity Answer: Arguments for diversity rest on a way of thinking about business known as the resourcebased theory of the firm. According to this theory, the firm is conceptualized as a bundle of resources that are poised, ready to take advantage of opportunities in the external environment.

The more distinctive these resources are, the more difficult would be their imitation by a competitor. A diverse workforce with established, enduring customer relationships is an example of such a difficult-to-imitate resource.

LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Describe the importance of the market-driven approach to diversity used in most firms today.

Answer: Many of the economic arguments for the desirability of a diverse workforce are based on a connection made between diversity and desired business outcomes. They are pragmatic, and most compelling is the connection between a workforce that brings valuable and different perspectives and abilities to connect with a wide spectrum of customers. This market-driven argument for diversity becomes increasingly important because globalization has strengthened the role that relationships play in business transactions. Globalization has led managers to realize that business is all about maintaining relationships. The more diverse the workforce, the wider and deeper is the ability to communicate across cultures, and the greater the potential for deep, long-lasting relationships. An additional economic argument for diversity is that when the firm is recruiting from a larger, more diverse labor pool, the likelihood of hiring capable managers increases.

LO: 1: Learn about the ethical and legal implications of diversity management.

Difficulty: Challenging AACSB: Application of knowledge

Section 42: Marketing in the U.S. Economy: Does Diversity Sell Products and Services?

1) Which of the following recognizes the diversity within the culture of a market group and using an intersectional view of people and their identities?

A) Representation and inclusivity B) Values alignment C) Consumer driven segmenting D) Multicultural marketing Answer: D LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Easy AACSB: Reflective thinking

2) What advantage do firms gain when they use authentic representation of all people in their marketing efforts?

A) Brand loyalty B) Narrow but devoted customer base C) Lack of ability to tailor messaging D) Increased innovation Answer: A LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

3) When can a company’s values and commitment to social issues alienate a brand’s consumer base?

A) When consumers don’t share those same values B) When less diverse representation of the population is used C) When support is lacking in innovation and creativity D) When it is a direct response to a crisis Answer: A LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate

AACSB: Application of knowledge

4) Who is driving the demand for diverse and multicultural strategies for successful products in organizations today?

A) Marketers B) Human resources C) Consumers D) Government entities Answer: C LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

5) Why is a brand reputation that supports diversity and inclusion an important marketing tool?

A) When all other factors are equal, consumers will support socially responsible brands.

B) Brand reputation sells products.

C) Consumers will not pay more for products that don’t support DEI efforts.

D) Consumers actively monitor company websites for evidence of a strong reputation.

Answer: B LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

6) How will organizations that do not have a reputation that demonstrates inclusivity be impacted?

A) There will be a consistent level of product loyalty among consumers B) New products and services will have to be developed more often C) They will have a perceived disconnection from their target audience D) They will have to utilize new delivery channels to reach their audience Answer: C LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

7) Who is most likely to recognize unmet opportunities in a company in a way that can benefit the company’s bottom line?

A) Employees who have a better quality work-life balance B) Managers of creative groups C) Marketing managers D) Employees with diverse opinions and perspectives Answer: D LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

8) Of the 4 Ps of marketing, which of them is most likely to impact different socioeconomic groups?

A) Product B) Place C) Promotion D) Price Answer: D LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

9) When markets target specific consumer groups, which age cohort would include the most highly educated, and racially and ethnically diverse consumers?

A) Baby boomers B) Millennials C) Gen Z D) Gen Alpha Answer: C LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

10) Which of the following is a common critique of influencer marketing?

A) People from minority groups are underrepresented among those being paid to endorse goods.

B) The messages are mass communications rather than one targeted to a specific minority group.

C) The messages are based on psychographic standards rather than demographical data.

D) Ethnic subcultures are targeted in these messages more often than other subcultures.

Answer: A LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

11) When a firm practices DEI on a ongoing basis, they will be better able to attract and retain a diverse talent pool of employees.

Answer: TRUE LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

12) Inclusive marketing strategies do not provide much in the way in terms of economic benefits to a firm.

Answer: FALSE LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Diverse and multicultural work environments

13) Diversity of thought and perspective can lead to innovation that appeals to a broader range of customers.

Answer: TRUE LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

14) The impact of diversity refers to the positive effects that arise from a range of different backgrounds, perspectives, and characteristics within a given context.

Answer: TRUE LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

15) Outline best practices and strategies for diversity marketing.

Answer: Inclusive marketing must be purposeful and proactive in reaching previously ignored groups of people. It can be created when we listen, pivot, change, empathize, and learn. To implement diversity marketing, employ creative diverse people to build a creative team. Get the data, research to learn and understand the wants and needs of target people using data analytics. Create unique campaigns appealing to different groups of people. Select the appropriate media to reach your intended population. Use inclusive language to indicate connection, open-mindedness, and balance.

Use inclusive images and photos that are culturally accurate and representative of identity groups without stereotyping or use of cultural appropriation. Finally, listen to your customers, collect customer feedback, and make adjustments accordingly.

LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Challenging AACSB: Application of knowledge

16) Explain the importance of inclusive marketing to the consumer.

Answer: Inclusive marketing is a strategy that creates a feeling of belonging for members of underrepresented identity groups and highlights diversity in advertising and promotion. Successful campaigns accurately represent potential consumers and allow them to identify and feel seen, heard, and understood, building trust with a brand and product. This sense of belonging connects people to the product and produces feelings of joy and trust. Diversity and inclusion help celebrate audiences of different backgrounds and help them discover brands that align with their values. More and more consumers say they want to buy items that meet their needs physically and ethically.

LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Challenging AACSB: Application of knowledge

17) Describe the impact of diversity and inclusivity practices on a company’s reputation.

Answer: In today’s highly connected world, many consumers are quick to hold companies accountable for any lack of diversity or discriminatory practices. The method used to address diversity and inclusivity issues can lead to reputational damage, boycotts, or public backlash. The way companies embrace diversity and address social issues can enhance their reputation and build goodwill with customers.

LO: 2: Analyze the business opportunities that exist in meeting the needs of diverse consumers.

Difficulty: Moderate AACSB: Ethical understanding and reasoning

Section 43: Can’t Weight to See How You Look in That Outfit! Body Image and Appearance in the U.S. Workplace

1) Which type of bias includes the formation of opinions based on someone’s appearance or style of dress?

A) Affinity B) Confirmation C) Selective attention D) Labeling Answer: D LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Reflective thinking

2) How are some female employee impacted when they are overweight or obese?

A) They are judged less harshly than obese and overweight men are.

B) They earn as much as 12% less than women who are not considered obese.

C) They are less likely to be hired, but once hired, have the same promotion rates as their peers.

D) They are judged more harshly by women but less harshly by men.

Answer: B LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

3) In a study of people who are overweight, how are those who are overweight viewed by others?

A) As more outgoing and extroverted B) As more conscientious C) As less agreeable D) As having higher self-esteem Answer: C LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Intercultural relations and teamwork

4) Which of the following creates a cause-and-effect relationship where employers believe an attractive person is more capable?

A) Beauty premium B) Cultural appropriation C) Selective attention bias D) Weight stigma Answer: A LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

5) Which of the following is an example of appearance discrimination, and is illegal?

A) Prohibiting employees from wearing makeup B) Requiring all employees to follow personal grooming standards C) Requiring employees to follow a dress code D) Prohibiting an employee from wearing a beard Answer: D LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

6) Which of the following would fail to qualify as a bona fide occupational qualification?

A) Hiring only women as night monitors at a girls camp.

B) Excluding all female from a job because it is assumed they cannot lift as much as men.

C) Requiring flight attendants to be able to reach overhead bins and safety equipment.

D) Using Black people to depict enslaved people in a movie about the Civil War. Answer: B LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Challenging AACSB: Analytical thinking

7) How can a firm be proactive in bias reduction, anti-discrimination, and harassment training?

A) Review and update HR policies that are subjective and lack gender neutral language.

B) Require all suppliers and vendors to develop structures that are bias free.

C) Use social media and marketing to advertise proactive, bias reducing activities.

D) Communicate reasons for all policies and guidelines under EEOC. Answer: A LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

8) When might a dress code create a violation of a person’s civil rights?

A) When employers require business professional attire for all employees B) When they are based on safety and health codes C) When they are used to create a sense of uniformity in the workforce D) When they do not permit the expression of religious beliefs Answer: D LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Analytical thinking

9) Why should a person looking for a job clean up their digital footprint prior to beginning their job search?

A) To counter the bias of attractiveness on social media and in Zoom meetings.

B) More than half of all companies report eliminating candidates based on social media feeds.

C) Some information found on social media may violate class protection as outline in the Civil Rights Act of 1964.

D) Most information on social media is incomplete and taken out of context, but still creates a negativity bias.

Answer: B LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Ethical understand and reasoning

10) According to a Harvard University study commissioned by Dove, what does appearance discrimination cost the United states annually?

A) As much as 24% of an organization’s profitability B) Between 10% and 15% of gross domestic product (GDP) C) More than $500 billion in financial and well-being losses D) More than $250 billion in underproduction due to staffing shortages Answer: C LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Reflective thinking

11) Studies show that individuals using online information and images from Zoom meetings, apply a positivity bias of attractiveness to complete the missing image information.

Answer: TRUE LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

12) There is no federal law that explicitly protects personal physical appearance.

Answer: TRUE LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Application of knowledge

13) According to the World Obesity Atlas, the United States has the highest obesity rate at 67%, followed by Mexico and Tonga.

Answer: FALSE LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate AACSB: Reflective thinking

14) Studies show that while biases toward sexual orientation, race, and skin tone, increased, weight bias has decreased by 40%.

Answer: FALSE LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Moderate

AACSB: Application of knowledge

15) Explain a bona fide occupational qualification (BFOQ) as an affirmative action defense under Title VII of the Civil Rights Act of 1964.

Answer: There are cases where it is legal to require an individual to meet certain requirements for a job position. Sections 702 and 703 of Title VII of the 1964 Civil Rights Act allows for exception “to its prohibition of discrimination based on sex, religion, or national origin”. The revision for sex was in 1972, and the revision for national origin was in 1980. This exception is called a bona fide occupational qualification, BFOQ, and it is an affirmative (positive) defense to charges of discrimination in the workplace. In other words, qualifications are allowable that are specific to sex, religion, or national origin if considered reasonably necessary to the business or to complete the job tasks. However, race and color are not allowed to be considered BFOQ’s, and this exception does not permit discrimination based on stereotypes or customer preferences, such as women cannot lift as much as men or customers preferring men for managers. Legal examples include situations where prison guards may be required to be of the same sex as inmates to protect privacy; Rabbis can be required to be Jewish, and Catholic Priests can be required to be Catholic and men; or a movie company may hire someone from a particular country of origin if they are making a documentary about people in that country.

LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Challenging AACSB: Ethical understanding and reasoning

16) Describe steps an employer can take to alleviate weight stigma at the workplace.

Answer: According to experts in the field of weight stigma, employers should offer health related benefits such as paid gym memberships, walking groups, meditation programs, and so forth. They should avoid using the term “obesity” and replace it with “people with obesity.” Employers should also offer healthy food choices in cafeterias and at company sponsored events, and include weight stigmatization in DEI training programs.

LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Challenging AACSB: Diverse and multicultural work environments

17) Explain the impact of weight in hiring, promoting, and retention of employees in the United States today.

Answer: In forty-nine states in the United States, it is legal to fire or fail to promote an employee because of their weight. Yet, according to the Centers for Disease Control and Prevention, 42% of the total U.S. population is now considered obese as conventionally calculated by the Body Mass Index. This is an increase from 30% in 1999, and in the aftermath of the COVID-19 pandemic, this percentage is projected to reach 50% by 2030. The annual workplace productivity loss due to weight-related illnesses such as diabetes, heart issues, and so forth among full time U.S. employees is estimated at $271 to $542 per employee. There is evidence that weight stigma, the negative weight-related attitudes towards an individual with excess weight or obesity is increasing in the U.S. workplace, culture, and media.

LO: 3: Analyze the effectiveness of today’s media to effectively reach diverse consumers.

Difficulty: Challenging AACSB: Application of knowledge

Section 44: One Workplace Bully is One Too Many: The Four Faces of Bullying

1) Which of the following leads to a toxic work environment that increases bullying?

A) There is a quid pro quo expectation .

B) The Internet makes it easier to be a bully.

C) There is a tolerance for passive-aggressive behavior.

D) The corporate culture does not support team building and interpersonal relationships at work.

Answer: C LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Interpersonal relationships and teamwork

2) Why has little been done to end bullying in the workplace?

A) There is no federal legal protection from workplace bullying.

B) It is significantly less prevalent than other forms of harassment.

C) Most firms have in-house systems for recourse when bullying does occur.

D) Bullying occurs infrequently in firms that are socially responsible and diverse.

Answer: A LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Interpersonal relationships and teamwork

3) Which of the following is an aspect of behavior that can be considered as bullying, rather than a behavior that is bullying?

A) Withholding information B) Exploiting power over the victim C) Increasing workloads and work pressures D) Setting people up to fail Answer: B LO: 5: Recognize and manage workplace bullying.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

4) What is the first step employers should take to declare that bullying is an unacceptable behavior?

A) Develop a mentoring programs and support mechanisms for victims of bullying behaviors.

B) Use the selection process to prevent the hiring of bullies.

C) Assess the current climate and satisfaction levels with current reporting mechanisms.

D) Draft policies with a zero-tolerance stance and forbid bullying behaviors.

Answer: D LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Analytical thinking

5) How does an act move from being considered aggression to being bullying?

A) The act occurs without punishment or recourse for the victim.

B) The act has the effect of demoralizing the victim.

C) The act becomes bullying when it is repeated.

D) The act is done by a person in a position of authority.

Answer: C LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Application of knowledge

6) According to research, who is most likely to be easier prey for bullies?

A) Those who are aggressive and promote the bullying of others B) Those with a predisposition to positivity and helpfulness C) Those who have power positions and are part of the “in-group” D) Those who are more focused on social and technical roles rather than office politics Answer: D LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Analytical thinking

7) Which strategy for coping with bullying behavior takes place when the victim emotionally disengages from work, allowing motivation and productivity to decline?

A) Voice

B) Loyalty C) Neglect D) Exit Answer: C LO: 5: Recognize and manage workplace bullying.

Difficulty: Easy AACSB: Reflective thinking

8) Why does bullying behavior lead to a high number of resignations by victims after they have taken action to correct the situation?

A) They fear retaliation by the bully and the organization.

B) The ineffectiveness of most strategies make exit the only response that guarantees relief.

C) The behavior was not processed through Human Resources, a violation of EAP resources.

D) Their work-related friends, who often act as sounding boards, begin to be bullied as well.

Answer: B LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Analytical thinking

9) Why has the United States been unwilling to protect workers against bullying?

A) Aggression has been viewed as a success factor that encourages productivity and efficiency.

B) Attribution error faults senior managers when coworkers allow bullying to occur.

C) Bullying has no defined standard and its meaning and implications vary from person to person.

D) Bullies claim they are doing the work that top management is prohibited from doing by stakeholders.

Answer: A LO: 5: Recognize and manage workplace bullying.

Difficulty: Challenging AACSB: Analytical thinking

10) According to the proposed state legislation based on the “Healthy Workplace Bill,” what would a victim have to prove to prove a constructive discharge claim against the employer?

A) They experienced abusive and intolerable conduct such that they had no choice but to resign.

B) They worked for managers who were “equal opportunity harassers” and created a toxic work environment.

C) They experienced the intentional infliction of emotional distress.

D) They were forced to take extreme and outrageous behaviors to seek relief from bullying behaviors.

Answer: A LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Analytical thinking

11) Human resources typically does not respond to bullying complaints because they are not legally required to correct the situation.

Answer: TRUE LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Application of knowledge

12) Superiors are not bullied by staff because superiors have more resources and power.

Answer: FALSE LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

13) Bullying in the workplace appears to be related to diversity but unrelated to gender.

Answer: FALSE LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate AACSB: Interpersonal relations and teamwork

14) Of the people who were targets of bullying in the workplace, 67% left their job, transferred within the organization, or were terminated from their job.

Answer: TRUE LO: 5: Recognize and manage workplace bullying.

Difficulty: Moderate

AACSB: Interpersonal relationships and teamwork

15) Describe the physical and emotional impacts of being bullied on the job, both during and after bullying behaviors have occurred.

Answer: The WBI Survey (2021) contains some important findings about workplace bullying. First, the victims of bullying can experience anxiety that undermines self-confidence, and this can cause stress-related symptoms, such as depression, confusion, lack of sleep, panic attacks, irritability, insecurity, and anxiety-related disorders. Second, some victims show signs of post-traumatic stress disorder and cope by forming unhealthy habits that can lead to alcoholism, weight gain, social withdrawal, migraines, fatigue, ulcers, and cardiovascular disease. Third, victims face retaliation from the organization and from co-workers that can result in firing, demotion, poor evaluations, or transfers out of the group.

LO: 5: Recognize and manage workplace bullying.

Difficulty: Challenging AACSB: Analytical thinking

16) Contrast the stereotype of being a bully to the reality of being a bully.

Answer: Vickers (2006) found the stereotypes depicting bullies as loud and assertive to be inaccurate; bullies often operate quietly and can be jealous and lack confidence. Other research has advanced the theory that bullies cannot tolerate anyone who is better at something than they are because it reminds them of what they are not. Additionally, research suggests that bullies do not have psychopathy but are ambitious Machiavellian types who will harm others to advance themselves. Staff may be more commonly bullied by managers with authority and power, but the reverse also occurs where superiors can be bullied by subordinates and are left powerless when the bullying alters the power relationship. In studying the factors contributing to workplace bullying of managers by staff, research has found that upwards bullying is related to issues of power, dependency, and change; power can stem from many aspects of the person and situation besides positional title.

LO: 5: Recognize and manage workplace bullying.

Difficulty: Challenging AACSB: Analytical thinking

17) Explain how bullying behavior is impacted by the perpetrator’s gender.

Answer: Men appear to attack targets of both genders, and hence men are likely to commit more harassment behaviors. The effect of gender may be more complex than simply which gender is more likely to experience or commit harassing behaviors. The choice of specific harmful actions taken against the target seems to be related to the perpetrator’s gender. Women perpetrators tend to use strategies that affect communications, social relationships, and attacks on the target’s reputation, while men as perpetrators tend to use strategies that affect the target’s work. Women as targets in research done by Meglich (2008) experienced more people-focused bullying behaviors than did male targets. Her study further showed that women experience and commit a specific set of harassment behaviors: those focused on the target’s person or social context. Women appear to be subjected to a greater number of supervisor-instigated negative acts than men.

LO: 5: Recognize and manage workplace bullying.

Difficulty: Challenging AACSB: Interpersonal relations and teamwork

Section 45: Doing Diversity: Current Issues

There are no questions for the section. This section is a series of mini cases that address current issues in diversity.

Section 46: Exercise: How Well Does a Website Communicate DEI?

There are no test questions for this Section. This is an assignment for students.