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51. According to the text, harassment is based ______.
a. on a wide range of possible factors
b. solely on age
c. on power differences between employee and supervisor
d. solely on race
52. An employee witnesses a coworker make fun of another coworker’s clothing. The
target of the insult was clearly hurt by it, but both parties went on with their workday and
the subject did not come up again. What should the employee who witnessed the
incident do?
a. Intervene and try to negotiate a solution.
b. Nothing because a pattern has not been established.
c. Watch the employees to see if it happens again.
d. Mention the incident to a relevant supervisor.
53. What inspired the #MeToo movement?
a. a landmark decision of the Supreme Court
b. a group of legislators who experienced sexual harassment in the workplace
c. a series of high-profile accusations of habitual sexual harassment
d. a group of congressional interns
54. An employer hears rumors among the staff that one of the employees in his
company is receiving unwanted advances from a coworker, but never witnesses the
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unwanted advances publicly. Later, the employee who was being harassed resigns and
seeks legal recourse for the harassment. Who is legally liable?
a. the harasser and the employer
b. the harasser only
c. the employer only
d. no one, unless a jury decides it is so
55. Which of the following statements about sexual harassment in the workplace is
accurate?
a. A one-time, minor, and isolated incident does not qualify as harassment.
b. The most common target of sexual harassment is a woman executive.
c. The single common criteria for sexual harassment to occur is when a quid-pro-quo
condition of employment is present.
d. Texting lewd photos has not yet risen to the level of sexual harassment.
56. What is the most frequent alleged basis for discrimination and the most common
discrimination finding in the federal sector?
a. race
b. retaliation
c. sexual orientation
d. age discrimination
57. What is the problem with reliance on government regulation as a protection against
diversity discrimination?
a. It has steadily declined in comprehensiveness as a means of protecting workers
against discrimination.
b. It generally fails to protect individuals or result in monetary damages for victims.
c. It is fear-based; managers should take proactive steps to improve diversity.
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d. It rarely motivates managers to take steps to protect workers from discrimination.
58. Ajay is a new CEO at a company and discovers there is very little in the way of
proactive antidiscrimination policies and procedures. What is a monetary reason for
Ajay to implement such procedures?
a. There will be less money spent on turnover and litigation.
b. There will be a greater ability to hire more workers who have lower salaries.
c. The firm will save money on costly ethics training workshops.
d. The firm will gain more federal grant money for employing diverse employees.
59. What first step should managers take if they want to improve an organizations’
diversity profile and procedures?
a. Disseminate literature about the importance of diversity.
b. Assess the organization’s current diversity status.
c. Write a code of ethics that incorporates diversity.
d. Terminate employees with poor diversity records.
60. If following the EEOC best practice diversity recommendations, what would an
organization do with respect to performance appraisals?
a. Link dismissals to diversity goals.
b. Create financial incentives for meeting diversity goals.
c. Increase rate of appraisals for diverse employees.
d. Increase rate of appraisals for Caucasian males.
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61. Kamil needs to reduce the size of the company’s workforce. Diversity is not used as
a criterion for dismissals, and diverse employees are not targeted, but the effect of the
layoffs is reduced diversity in the company. What criterion did Kamil most likely use
when dismissing employees?
a. age
b. gender
c. job performance
d. company seniority
62. Which of the following best describes the recommended first method for
implementing a diversity initiative (as part of the 10-step method)?
a. Create a sense of concern over potential lost revenue from diversity lawsuits.
b. Highlight the contributions of current diverse employees.
c. Make a moral case for implementing diversity initiatives.
d. Make a competitive business-oriented case for implementing diversity initiatives.
63. In terms of implementing a diversity initiative, a “change agent” differs from the
typical manager in that the change agent ______.
a. works more one-on-one to improve diversity
b. has authority over diversity initiatives for the entire organization
c. has firing authority to remove negative elements
d. is exclusively a human resources department individual
64. Which of the following qualifies as “develop enabling processes” in terms of the
text’s 10-step diversity initiative?
a. Respect previous diversity initiatives.
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b. Develop long- and short-term goals.
c. Gather relevant historical data about progress.
d. Train specific individuals to manage the change process.
65. Which refers to the characteristics held in common by a large number of
employees?
a. microaggression
b. dominant group
c. subordinate group
d. self-categorization
66. Diversity training should enhance moral awareness, knowledge, and skills for
addressing diversity issues and is best achieved through which method?
a. video testimony and role-playing
b. department-specific training
c. consistent web-based training
d. social face-to-face interactions and exercises
67. In a diversity training workshop, what kinds of industry examples should be
presented to participants?
a. most profitable industries regardless of diversity level
b. industries that no longer exist due to diversity problems
c. only best practices
d. both best practices and problems that have had costs
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68. If the Lockheed Martin Corporation labels one of its business units as having
“institutionalized inclusion” with respect to diversity, it means that business unit ______.
a. has just implemented diversity training
b. has made diversity an integral part of its culture
c. develops ad hoc responses to diversity crises
d. has low accountability for diversity issues
69. What is the purpose of the Implicit Attitude Test exercise?
a. to show how to deal with racially-motivated harassment
b. to teach how to be a diversity initiative leader
c. to show what it’s like to be prejudged
d. to increase self-awareness of unconscious prejudices
70. Which of the following statements about dominant group influence is accurate?
a. Dominant group membership typically fosters a sense of nervousness and inferiority.
b. Members of the dominant group must actively seek to influence or control
organizational culture to have a disparate impact.
c. Dominant group cultural impact is most noticeable to subordinate group members.
d. Dominant and subordinate group members have similar levels of impact on
organizational culture.
71. After workshop attendees have identified their dominant or subordinate group
membership, one should ask a series of questions that examine key workplace issues.
Which of the following questions does the text suggest asking attendees in
consideration of their group membership?
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a. Does my group control resources more than other groups?
b. Does my group influence the organization’s culture?
c. Does my group work harder than the other group?
d. Does my group influence the financial health of the organization?
72. One component of the Implicit Attitude Test (IAT) is that is determines unconscious
bias by ______.
a. the gender identity of the test taker
b. the ethnic identity of the test taker
c. the number of questions a person answers
d. the amount of time it takes a person to respond to a prompt
73. Which of the following has research based on the Implicit Attitude Test shown?
a. Many people have biases based on race, but the IAT has been unable to show
biases with respect to sexual orientation.
b. A vast majority of women have implicit biases for other women over men.
c. A slight minority of stigmatized groups have implicit biases against socially valued
groups.
d. Members of stigmatized groups tend to have moderate preferences for more socially
valued groups.
74. Carl receives an IAT score that suggests a bias in favor of white males. What can
we conclude from these results?
a. Carl will demonstrate sexist behavior at work.
b. Carl is a member of a more socially valued group.
c. Carl will become aware of his own biases.
d. Carl is a member of a marginalized group.
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75. If a supervisor offers an employee a large raise in exchange for an unwelcomed
sexual favor, what has occurred?
a. quid-pro-quo sexual harassment
b. retaliation sexual harassment
c. criminal sexual assault
d. textual harassment
76. How does the sexual harassment diversity training exercise seek to improve
awareness about sexual harassment with participants?
a. Participants discuss hypothetical sexual harassment scenarios in small groups.
b. Participants journal about their own experiences.
c. Participants role-play hypothetical scenarios.
d. Victims of sexual harassment speak about their experiences.
77. Saundra prefers to get right to the point when having workplace conversations.
D’Marcus, Saundra’s coworker, prefers a personal connection style and instead opens
conversations by asking about how a person’s family is doing. If they are unaware of
communication style diversity, when they communicate with one another, it is likely that
Saundra will ______.
a. be unable to communicate
b. adapt to D’Marcus’s communication style
c. cease communication with D’Marcus
d. believe D’Marcus is wasting time
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78.Which of the following is TRUE of the communication styles developed by Rhonda
Hilyer?
a. An individual with one dominant style cannot communicate effectively with someone
who has a different style.
b. An individual can exhibit two styles at most.
c. Individuals can exhibit all the styles, but one or two styles tend to dominate.
d. Individual styles of communication can be accurately tied to one’s group membership.
79. Anish needs to convince an employee to work through lunch today on a big project.
Anish has a very direct communication style and the employee does not. What is the
best strategy for Anish to influence the employee on this issue?
a. Try to frame the argument using the employee’s communication style.
b. Hint to the employee that such an action may be necessary.
c. Be blunt and to the point in asking the employee to work through lunch.
d. First, teach the coworker to use a more direct communication style.
80. In a “Who Are You” workshop diversity exercise, employees ______.
a. describe each other in terms of unique diversity dimensions
b. describe each other in terms of dominant or subordinate groups
c. describe themselves in terms of unique diversity dimensions
d. focus on personality and avoid variables like race or religion
True/False
1. The basic definition of discrimination indicates that it is a negative act.
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2. Physical attributes are typically part of the permanent diversity dimension.
3. Self-categorization theory suggests that most people develop ideas about themselves
independent of their social groups or others.
4. Immigration provided the driver for transformation from an indigenous to a
nonindigenous population in the U.S.
5. Both fairness and respect for others is required for making ethical decisions at work.
6. The Equal Pay Act of 1963 focused primarily on issues of race.
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7. When determining undue hardship, employers may not consider issues of cost.
8. Name-calling at work can qualify as harassment.
9. An organizational culture that respects diversity should not require extensive planning
or effort to bring into being.
10. A microaggression is often unintentional, but still reinforces stereotypes about a
group.
Short Answer
1. Describe the evolving dimension of diversity factors.
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2. What are the most common tendencies in self-categorization?
3. Describe the nature and use of the employment-at-will doctrine.
4. Describe the “glass ceiling” and the origin of the name.
5. Describe dominant group characteristics and influence.
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Essay
1. You’re a manager about to hire a new employee who has taken the Myers-Briggs
Type Indicator (MBTI) test. How might the results of this test help you better establish a
good working relationship and conditions for this individual?
2. Describe the early transition from an indigenous culture to a diverse one in the United
States and the associated diversity issues up through the early 1900s.
3. Abby becomes pregnant after working for less than a year at a new job. What legally
required accommodations and guarantees can Abby expect during her pregnancy?
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4. An employee in the department you manage asserts sexual harassment by a
coworker. How would you determine if the basis of the employees’ assertion qualifies as
sexual harassment?
5. As a senior-level HR manager, you feel that the company desperately needs a new
and comprehensive diversity program. How might you argue for such a new initiative
while focusing on the competitive advantages improved diversity will provide in the
marketplace?
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