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Indicate whether the statement is true or false.
1. Jon’s coworkers feel that his sense of humor and some of his behaviors are very prejudicial. Most likely, Jon is also
aware of his prejudices against others.
a. True
b. False
2. Throughout life, we most often prejudge people based on their primary dimensions of diversity.
a. True
b. False
3. An individual’s religious beliefs, health habits, and communication style are all secondary characteristics of diversity.
a. True
b. False
4. Diversity training programs are most effective when they are mandatory and emphasize the consequences of
discrimination.
a. True
b. False
5. If you are a target of discrimination, your assertiveness can help to change people’s attitudes.
a. True
b. False
6. A bias in the workplace in favor of heterosexuality is motivated by homophobia.
a. True
b. False
7. One way you can eliminate subtle discrimination aimed at you personally is to excel in your work.
a. True
b. False
8. Less than 15% of Fortune 500 companies include sexual orientation in their antidiscrimination policies.
a. True
b. False
9. Based on employment and income statistics, discrimination against people with physical disabilities has been virtually
eliminated by the passage of the Americans with Disabilities Act of 1991.
a. True
b. False
10. The implementation of affirmative action policies eliminated the publication of job announcements.
a. True
b. False
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11. Cutting off older workers from job-related training and career development opportunities is a form of subtle
discrimination.
a. True
b. False
12. Clashes related to ethnocentrism are more likely to arise in a workplace with increased diversity.
a. True
b. False
13. Older workers can defuse age bias by demonstrating up–to-date skills, flexibility, and reasonable pay expectations.
a. True
b. False
14. Well-planned and executed diversity training programs can promote harmony, reduce conflict, and help give the
organization a competitive advantage.
a. True
b. False
15. Individuals generally form their self-images based on certain primary diversity dimensions of their own choosing.
a. True
b. False
16. Race denotes a category of people who are perceived as distinctive on the basis of certain culturally inherited traits.
a. True
b. False
17. Some race categories include people who vary greatly in terms of ethnic identity.
a. True
b. False
18. Individuals’ prejudices toward one another tend to increase during times of economic prosperity.
a. True
b. False
19. The most common and powerful stereotypes focus on observable personal attributes.
a. True
b. False
20. Affirmative action initiatives have helped increase the number of minority students enrolled at top U.S. universities.
a. True
b. False
Indicate the answer choice that best completes the statement or answers the question.
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21. Companies that seek a quick fix for their lack of employee diversity
a. often create greater, not less, divisiveness among workers.
b. can achieve this through a one-day workshop that promotes the advantages of a diverse workforce.
c. can expect a long-term increase in their customer base as a result.
d. are most successful at embedding diversity within their business objectives.
22. Which of the following is a point that supports affirmative action policies?
a. Affirmative action creates preferences.
b. Affirmative action does not involve employment selection tests.
c. The purpose of affirmative action is to promote equal consideration.
d. These policies require extensive training for interviewing prospective employees.
Case 15.1
Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is
conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers’
concerns on this topic, Bob says, “I don’t care what someone’s race or gender, or whatever, is. I just have a tough time
with the soft, fat, college-educated kids who come in here and tell me how to do my job.” Jane chimes in, “The real issue
here is men’s inability to relate to women, each other, and minorities. I’ve yet to meet a male manager who can really
understand someone who’s not one of his drinking buddies.” After a few more comments, Joan continues with the training
program.
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how
an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower
productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She
closes the day’s session with a discussion of how diversity and inclusion management must be seen as a process, have
clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed.
23. Refer to Case 15.1. Joan’s presentation on the possibility of people leaving, tension, and reduced productivity can all
be grouped under the heading of
a. diversity conflict resolution and teambuilding.
b. subtle forms of discrimination and their consequences.
c. the economics of valuing diversity and inclusion.
d. the need for affirmative action.
24. Which religious group faces unique challenges in the workplace due to their faith’s requirements such as scheduled
prayer, wearing of head scarves for women, and maintenance of facial hair for men?
a. Jews
b. Muslims
c. Christians
d. Buddhists
25. Kenneth’s girlfriend accuses him of ethnocentrism. This means that Kenneth tends to
a. regard his own culture as better or more “correct” than other cultures.
b. believe that other cultures are better than his own.
c. display an attitude in favor of or against people based solely on primary or secondary dimensions.
d. make generalizations about all members of a particular group of people.
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26. The process of creating an organizational culture where understanding is promoted (and tensions are defused) among
employees who differ in age, race, gender, and religious beliefs is known as
a. affirmative action.
b. the economics of valuing diversity.
c. managing diversity.
d. ethnocentrism.
27. Which of the following is true regarding discrimination on the basis of sexual orientation?
a. Because same-sex marriage is not legally recognized, high-profile companies do not provide medical benefits to
same-sex partners.
b. It is becoming a larger issue as individuals are less willing to hide their orientation at work.
c. It is not an issue as it only affects a small portion of the working population.
d. Very few large companies are dealing with the issue; it is mostly addressed in small to medium-sized businesses
where working relationships are closer.
28. Research suggests that as many as 50% of _____ working in science, engineering, and technology will eventually
leave because of hostile work environments.
a. women
b. non-white males
c. homosexuals
d. low-income people
29. An individual demonstrates prejudice when he/she
a. monitors and analyzes his/her stereotypical views.
b. takes a critical and honest look at myths about peoples.
c. is able to manage his/her ethnocentrism.
d. makes judgments without examining the facts.
30. People can easily be discriminated against based on race because
a. race is a primary dimension of diversity that can’t be changed.
b. racism is a conscious bias for most people.
c. genetic science supports the concept that racial differences exist.
d. people have direct experiences with people from different racial groups.
31. Which of the following statements is true regarding age in the workplace?
a. Older workers are unable to adapt to the changing workplace.
b. Older workers have a more difficult time understanding the latest technology.
c. Older workers are productive, cost-effective employees.
d. Older workers cost companies more in health benefits.
32. What does it mean to value diversity?
a. Recognizing that everyone has differences
b. Behaving as though individual and cultural differences don’t exist
c. Having an ethnically diverse management team in the organization
d. Anticipating that workforce diversity will provide a competitive advantage in the marketplace
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Case 15.1
Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is
conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers’
concerns on this topic, Bob says, “I don’t care what someone’s race or gender, or whatever, is. I just have a tough time
with the soft, fat, college-educated kids who come in here and tell me how to do my job.” Jane chimes in, “The real issue
here is men’s inability to relate to women, each other, and minorities. I’ve yet to meet a male manager who can really
understand someone who’s not one of his drinking buddies.” After a few more comments, Joan continues with the training
program.
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how
an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower
productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She
closes the day’s session with a discussion of how diversity and inclusion management must be seen as a process, have
clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed.
33. Refer to Case 15.1. What might be an economic cost for the company due to Bob’s comment regarding “soft, fat,
college-educated kids” who might be participating in the workshop?
a. Comments received as an insult will create tension among these workers.
b. These employees will attempt to refute his statement by excelling in their work.
c. A possible loss of highly skilled workers from the company could occur.
d. There will be no economic cost as a result of his statement.
34. Over recent years, the American economy has slipped into a recession. During an economic slump, people’s
prejudices
a. tend to decrease as they work together to try to restore the economy.
b. may be rooted in their basic survival needs and therefore hard to eliminate.
c. surface only when heightened by an election or other significant political event.
d. are directed at those of a different socioeconomic class and do not involve race or ethnicity.
35. Which of the following is good example of subtle discrimination?
a. Several 50– to 60-year-old employees are given early retirement packages so that the organization can grow by
hiring double the number of young job applicants.
b. Management neglects to respond to an African-American employee’s complaints about receiving harassing e-
mails.
c. The department manager expects Dan, who is obese, to be slower and less accurate than other workers, and thus
requires more frequent project updates from Dan.
d. The rest of Janice’s management team is composed of men who schedule important meetings without her and
limit her access to important documents.
Case 15.1
Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is
conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers’
concerns on this topic, Bob says, “I don’t care what someone’s race or gender, or whatever, is. I just have a tough time
with the soft, fat, college-educated kids who come in here and tell me how to do my job.” Jane chimes in, “The real issue
here is men’s inability to relate to women, each other, and minorities. I’ve yet to meet a male manager who can really
understand someone who’s not one of his drinking buddies.” After a few more comments, Joan continues with the training
program.
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Class:
Date:
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Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how
an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower
productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She
closes the day’s session with a discussion of how diversity and inclusion management must be seen as a process, have
clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed.
36. Refer to Case 15.1. Jane’s comments are an example of ____ prejudice.
a. gender
b. race
c. age
d. sexual orientation
37. Rafael distrusts people with a New England accent because when he was a child, a person with that type of accent
swindled his father in a car deal. This is an example of prejudice formed by
a. ethnocentrism.
b. cultural myopia.
c. childhood experience.
d. economic factors.
38. Based on the Americans with Disabilities Act, organizations may be deemed discriminatory to those with disabilities
if they
a. make special accommodations for accessing the workplace.
b. reject disabled applicants who, with or without accommodations, cannot perform essential job duties.
c. draw attention to various disabilities in a diversity training session.
d. terminate high-performing alcoholic employees.
39. As organizations enhance diversity, which employment practice should they adopt?
a. Limit the race and gender of employees.
b. Recognize that subtle biases will always exist and not much can be done about them.
c. Develop a plan for actively recruiting employees from groups that are underrepresented in the organization.
d. All of these
40. Jeremy is 28 years old, white, single, well spoken, and well educated. He was laid off from his job 8 months ago,
despite his history of excellent performance reviews during the 6 years he had worked for the organization, and has been
unable to find another job. He is most likely being screened out by potential employers because
a. he is male.
b. he is unemployed.
c. he is white.
d. he is unmarried.
41. Which of the following pieces of advice would be least helpful to an organization whose diversity training efforts are
ineffective?
a. Offer incentives to middle managers who incorporate diversity initiatives into hiring, development, and promotion
decisions.
b. Offer voluntary training that advances organizational goals.
c. Hold leadership responsible for modeling behaviors that support diversity.
d. Make training mandatory, primarily to avoid liability in diversity lawsuits.
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42. Affirmative action guidelines
a. were established to remedy the effects of past discrimination.
b. have limited access to jobs to certain protected groups of people.
c. require employers to strive for an imbalance in their work force.
d. celebrate the differences in the various groups protected by them.
43. Which of the following is a secondary dimension of diversity?
a. Gender
b. Religious beliefs
c. Physical abilities
d. Sexual orientation
Case 15.1
Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is
conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers’
concerns on this topic, Bob says, “I don’t care what someone’s race or gender, or whatever, is. I just have a tough time
with the soft, fat, college-educated kids who come in here and tell me how to do my job.” Jane chimes in, “The real issue
here is men’s inability to relate to women, each other, and minorities. I’ve yet to meet a male manager who can really
understand someone who’s not one of his drinking buddies.” After a few more comments, Joan continues with the training
program.
Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how
an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower
productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She
closes the day’s session with a discussion of how diversity and inclusion management must be seen as a process, have
clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed.
44. Refer to Case 15.1. Joan’s closing is an example of what steps an organization can take to enhance diversity?
a. Review employment practices.
b. Create additional education programs.
c. Implement an affirmative action program.
d. Make a serious organizational commitment.
45. Refer to Case 15.1. Bob’s concerns are an example of
a. a non-diversity related problem.
b. subtle discrimination based on secondary characteristics.
c. a violation of the Civil Rights Act of 1964.
d. what would normally be called the primary characteristics of diversity.
Enter the appropriate word(s) to complete the statement.
46. Health habits, religious beliefs, education and training, and family status are all known as ____________________ of
diversity.
47. In many cases, a(n) ____________________ involves the false assumption that all members of a group share the same
characteristics.
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48. The term “Asian” is a label for the ____________________ category that includes a wide range of groups, such as
Vietnamese, Filipino, Chinese, and Korean, with distinct histories and languages.
49. The 1964 Civil Rights Act established guidelines for the implementation of ____________________ in order to
remedy the effects of past discrimination against groups protected under this law.
50. To develop a culture that values and enhances diversity, organizations need ____________________ that give
managers and employees the tools they need to work more effectively with one another regardless of their backgrounds.
51. ____________________ are premature opinions or judgments of people based solely on their primary or secondary
traits.
52. The law known as the ____________________ (ADA) bans discrimination against workers with disabilities and
requires employers to make “reasonable accommodations” for the workers’ disabilities.
53. __________________ within an organization is a state of being valued, respected, and supported so that one can
achieve one’s full potential.
54. ____________________ is the part of a person’s identity that reflects the racial, religious, or cultural group to which
the person belongs.
55. Upon arriving in a foreign country on a business trip, Maria thinks to herself “Wow. These people should take a lesson
on hospitality from our people.” Maria seems to be guilty of ____________________.
56. What are the economic costs of not appropriately valuing diversity?
57. Compare and contrast overt discrimination with subtle discrimination.
58. What is unconscious bias, and how does it affect the workplace?
59. Imagine you or your friend or coworker is being discriminated against at work. What comprehensive advice would
you offer him or her?
60. Discuss the three major factors that contribute to the development of prejudice.
61. Diversity consists of primary and secondary dimensions. Define these two terms, and offer three examples of each.
Which dimensions and characteristics do you believe contribute most strongly to stereotypes?
62. What four elements are the points of focus for a company culture that enhances retention of diverse employees?
63. How does the state of the economy affect prejudice? In what way does wealth inequity cause tension in America?
64. Do you feel affirmative action is discriminatory? Discuss the controversy and explain how you feel affirmative action
can make a positive or negative impact in the educational and business worlds.
65. Outline a comprehensive and effective diversity program for an organization. How will you ensure its success?
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Answer Key
1. False
2. True
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