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Class:
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Chapter 11 - Job Discrimination
1. Which of the following is true based on documented evidence of discrimination?
a.
African Americans have the third highest standard of living in the world
b.
today, men are just as likely as women to be in so-called "pink collar" occupations
c.
there is little statistical evidence of job discrimination today
d.
relatively few women and minorities have made it to the very top of their professions
2. As they try and fit into a work world dominated by white men, women and minorities can be disadvantaged by
a.
false preconceptions.
b.
stereotypes.
c.
prejudiced attitudes.
d.
all of these can be a disadvantage.
3. Which of these statements is true concerning court cases about discrimination?
a.
Brown v. Board of Education upheld the principle of "separate but equal"
b.
the Bakke case outlawed affirmative action across the board
c.
in the 2004 Holtz case, the Supreme Court ruled that "race-conscious" admissions policies are unconstitutional
d.
in the University of Michigan cases (Gratz and Grutter), the Supreme Court upheld moderate, flexible
affirmative action programs
4. Which of the following is the most plausible argument FOR affirmative action?
a.
it evens the score with young white men, who have had it good for too long
b.
it is necessary to break the cycle that keeps minorities and women locked into low-paying, low-prestige jobs
c.
it ignores the principle of equality
d.
it is a color-blind policy
5. Which of the following is the most plausible argument AGAINST affirmative action?
a.
Compensatory justice forbids affirmative action.
b.
Blacks and whites are already equal in socioeconomic terms.
c.
Affirmative action violates the principle of equality.
d.
Affirmative action is the same thing as fixed numerical quotas.
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Chapter 11 - Job Discrimination
6. Advocates of "comparable worth"
a.
simply want equal pay for the same job.
b.
base their doctrine on the free-market determination of wages.
c.
believe it is necessary for getting rid of sexual harassment.
d.
women and men should be paid on the same scale for doing equivalent jobs and different jobs involving
equivalent skill, effort, and responsibility.
7. Which of the following is an example of sexual harassment?
a.
a female employer suggesting sexual offers to a male employee
b.
a female employee hugging a co-worker when he announces his engagement
c.
a manager enforcing a dress code for a work environment
d.
an employee pinning up comic strips in an office cubicle
8. Sexual comments that one woman appreciates might distress another women. The courts decide when such behavior is
inappropriate by seeing if the behavior would be offensive to
a.
the person to whom the comments are directed
b.
the person accused of harassment
c.
the hypothetical "reasonable person"
d.
the common law as modified by legislation
9. The 1984 Supreme Court decision in Memphis Firefighters v. Stotts
a.
treated sexual harassment as a form of discrimination.
b.
upheld seniority over affirmative action.
c.
upheld the legality of hiring quotas.
d.
upheld the legality of mandatory drug testing.
10. In 1987, the Supreme Court affirmed, in the case of Johnson v. Transportation Agency, that
a.
affirmative action is unconstitutional.
b.
quotas based on considerations of race are unconstitutional.
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Chapter 11 - Job Discrimination
c.
considerations of sex are permissible as one factor in deciding whom to promote.
d.
racially segregated schooling is unconstitutional.
11. Which of the following statements is accurate?
a.
men cannot be victims of sexual harassment
b.
the Supreme Court has established a hard and fast line between permissible and impermissible affirmative
action plans
c.
the law treats sexual harassment as a form of sexual discrimination
d.
differences in levels and types of education explain why, on the average, men earn more than women
12. When investigators sent equally qualified young white and black men—all of them articulate and conventionally
dressed—to apply for entry-level jobs in Chicago and Washington, D.C., the results clearly showed
a.
sexual discrimination against young African-American men.
b.
racial discrimination against young African-American men.
c.
sexual discrimination against young white men.
d.
racial discrimination against young white men.
13. What quality is more important in predicting who gets fired than job-performance ratings or even prior disciplinary
history?
a.
race
b.
sexual orientation
c.
age
d.
gender
14. Male managers frequently assume that women
a.
will not place family demands above work considerations.
b.
possess the necessary drive to succeed in business.
c.
take negative feedback professionally rather than personally.
d.
are too emotional to be good managers.
15. What do affirmative action programs involve?
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Chapter 11 - Job Discrimination
a.
Firms should prepare an oral equal-employment policy and an affirmative action commitment.
b.
Firms should appoint an administrative assistant to direct and implement their program and to publicize their
policy and affirmative action commitment.
c.
Firms are expected to survey current female and minority employment by department and job classification.
d.
Whenever underrepresentation of females or minorities is evident, firms are to try a little harder.
16. Today most large corporations not only accept the necessity of affirmative action but also find that _____ benefits
when they make themselves more diverse?
a.
the morale of the company
b.
the bottom line
c.
the law department
d.
the managers
17. Many Americans oppose what issue because they fear it will mean in practice, illegal quotas, preferential treatment of
African Americans and women, and even reverse discrimination against white men?
a.
affirmative action
b.
sexual diversity
c.
sexual harassment
d.
age discrimination
18. Over the last two decades, how many sexual-harassment claims have emerged?
a.
over 12, 000
b.
over 15, 000
c.
over 25, 000
d.
over 50,000
19. There are two types of sexual harassment,
a.
male to female, female to male.
b.
male to male, female to female.
c.
boss to worker, worker to boss.
d.
“quid pro quo’’ and “hostile work environment.’’
20. To answer the question of who determines what is objectionable or offensive in sexual harassment, the courts use
what kind of hypothetical person?
a.
reasonable person
b.
sensual person
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Chapter 11 - Job Discrimination
c.
hysterical person
d.
management person
21. One message that sexual harassment conveys is that managers view women as
a.
assets.
b.
equals.
c.
high potentials.
d.
playthings.
22. What should a female employee do if she encounters sexual harassment?
a.
She must decide if she likes the attention.
b.
She should try to document it by keeping a record of what has occurred, who was involved, and when it
happened.
c.
Keep it to herself and never tell a soul.
d.
Go on a talk show and tell her story.
23. Companies clearly have what kind of obligation to provide a work environment in which employees are free from
sexual harassment?
a.
legal
b.
moral
c.
environmental
d.
personal
24. Opponents of comparable worth insist which one of these ideas support their position?
a.
Most women want a rigid schedule.
b.
Most women want the most challenging job.
c.
Most women have chosen the higher paying occupations.
d.
Most women have freely chosen the lower paying occupations.
25. Affirmative action, comparable worth, and sexual harassment are connected to
a.
job performance.
b.
job discrimination.
c.
job analysis.
d.
job description.
26. The Civil Rights Act of 1964 prohibits discrimination based on race, color, sex, religion, or national origin.
a.
True
b.
False
27. Experts distinguish two types of sexual harassment. "Hostile work environment" is one of them.
a.
True
b.
False
28. The Supreme Court has ruled that sexual favoritism is a form of sexual harassment and is therefore illegal.
a.
True
b.
False
29. To discriminate in employment is to make an adverse decision against an employee or job applicant based solely on
his or her membership in a certain class.
a.
True
b.
False
30. The Supreme Court, in its 1978 ruling in the case of Bakke v. Regents of the University of California, upheld the
University's right to reserve entrance places in its medical school for minorities.
a.
True
b.
False
31. The terms "affirmative action" and "reverse discrimination" are synonymous.
a.
True
b.
False
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Chapter 11 - Job Discrimination
32. Kantians would support repudiate job discrimination as necessary to respect people as ends in themselves.
a.
True
b.
False
33. Title VII of the Civil Rights Act of 1964 allowed sexual and racial discrimination at work until overturned by the
Supreme Court.
a.
True
b.
False
34. "Affirmative action" means programs taking the race or sex of employees or job candidates into account as part of an
effort to correct imbalances in employment that exist as a result of past discrimination, either in the company itself or in
the larger society.
a.
True
b.
False
35. The issue of comparable worth pits against each other two cherished American values: the ethic of nondiscrimination
verses the free enterprise system.
a.
True
b.
False
36. The only true form of job discrimination is intentional and individual.
a.
True
b.
False
37. Catherine A. MacKinnon describes sexual harassment as sexual attention imposed on someone who is not in a
position to refuse it.
a.
True
b.
False
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Chapter 11 - Job Discrimination
38. An isolated or occasional remark or innuendo inevitably constitutes sexual harassment.
a.
True
b.
False
39. Men cannot be the victims of sexual harassment.
a.
True
b.
False
40. The courts view sexual harassment as a kind of sexual discrimination.
a.
True
b.
False
41. The 1995 case Adarand Constructors v. Pena shows that, after years of disagreement, the Supreme Court is now
unanimous on the issue of affirmative action.
a.
True
b.
False
42. Affirmative action is synonymous for reverse discrimination.
a.
True
b.
False
43. Diversity in the workplace can be viewed as a competitive advantage.
a.
True
b.
False
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Chapter 11 - Job Discrimination
44. The Civil Rights Act of 1964 applies to all employers, both public and
private, with twenty five or more employees.
a.
True
b.
False
45. Executive Order 10925, which decreed that federal contractors should “make
rigid quotas to ensure that applicants are employed without regard to
their race, creed, color, or national origin.’’
a.
True
b.
False
46. Women entering male turf, or minority workers of either sex going into a
predominantly white work environment, can find themselves uncomfortably
being measured by a white male value system.
a.
True
b.
False
47. Statistics by themselves do not prove discrimination.
a.
True
b.
False
48. A survey shows that three out of four Hispanics believe that African Americans and whites
are more likely than Hispanics to prefer living on welfare.
a.
True
b.
False
49. Anti-discrimination laws do not address the present-day effects of past discrimination.
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Chapter 11 - Job Discrimination
a.
True
b.
False
50. The Civil Rights Act of 1964 (later amended by the Equal Employment Opportunity Act of 1972) prohibits all forms
of discrimination based on race, color, sex, religion, or national origin.
a.
True
b.
False
51. Job discrimination occurs under three conditions. What are they?
52. What are the different forms that job discrimination can take?
53. What is some of the statistical evidence of job discrimination?
54. What is some of the attitudinal evidence of job discrimination?
55. What did the Supreme Court decide in 1954 in the case of Brown v. Board of Education?
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Chapter 11 - Job Discrimination
56. What does Title VII of the 1964 Civil Rights Act say?
57. What are the general guidelines the EEOC lists as steps to affirmative action?
58. Explain the importance of the 1978 case, Bakke v. Regents of the University of California.
59. What is the Supreme Court's current view of affirmative action (as evidenced by the Michigan cases Gratz and
Grutter)?
60. Affirmative action should be distinguished from reverse discrimination. What is the difference?
61. What is the doctrine of comparable worth? On what grounds do opponents of comparable worth criticize it?
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Chapter 11 - Job Discrimination
62. What are the two types of sexual harassment? When is behavior objectionable or offensive enough to constitute
harassment?
63. Could sexual harassment laws lead to women being further stereotyped as, for example, weak?
64. What steps should a male or female employee take when encountering sexual harassment?
65. Explain in your own words the pros and cons of this argument against affirmative action - “Affirmative action injures
white men and violates their rights.”
66. Describe how and why sexual harassment is a determent to the workplace.
67. Explain specific steps to protect your workplace from the liability of sexual harassment by supervisors.
68. Is it unrealistic to imagine that there will be no sexual interaction between men and women in the
workplace? Produce the reasonings on both sides of the argument.
69. Should the sexual orientation of gays and lesbians be protected against discrimination?
