Chapter 6: DEFINING DIVERSITY IN A GLOBAL CONTEXT
Test Bank
Multiple Choice
1. Diversity is about belonging to groups that are visibly or invisibly different from whatever is considered
a ___________ society.
a. Civil
b. Matriarchal
c. Normal
d. Socialist
2. Give an example of a country where significant regional differences have major implications for
employment.
a. Africa
b. United States
c. China
d. Mexico
3. In India which system negatively influences the workplace even in the face of diversity management
activities?
a. Nepotism
b. Caste
c. Favoritism
d. Political
4. A common typology for the expanded definition of broad category-based definition provides useful
distinction between two types, _____________ and ______________ diversity.
a. Visible and Invisible
b. Inclusive and Exclusive
c. Racial and Ethnic
d. Employee and Employer
5. Which diversity definition defines diversity at the enterprise level of the organization rather than the
individual level?
a. Moore (1999)
b. International Labour Organization (2005)
c. Mitchell et al. (2015)
d. Ocholla (2002)
6. A review of the business, organization and HR literature produced a definition for diversity. Which
category has been used to define diversity?
a. Ethnic category based
b. Gender category based
c. Conceptual rule
d. Cultural
7. Across European countries which identifying dimension of diversity is cited the most often?
a. Ethnicity
b. Gender
c. Race
d. Sex
8. Because of varying definitions and country specific cultural context there are different connotations to
the term ‘diversity,’ what is the interpretation to many Europeans?
a. They view it as a plurality leadership
b. They view it as the reverse of inclusion principles
c. They view it similarly to the US
d. They view it as ethnic differences
9. Which type of diversity definition might include human differences such as culture, lifestyle, age, and
religion?
a. Narrow based
b. Broad-based
c. Conceptual rule
d. Cultural based
10. Which type of diversity definition might include all characteristics and experiences that define each of
us as individuals
a. Cultural based
b. Conceptual rule based
c. Narrow category based
d. Broad category based
11. What challenges do scholars and researchers around the world face in studying workforce diversity?
a. Generating terms that will have common meanings across national boundaries
b. Generating interest in studying the construct
c. Gathering enough meaningful data to understand the complex dynamics
d. Generating funding to allow cross national research
12. The narrow category-based diversity definitions are determined by:
a. Differences in identity among group members in relation to other groups
b. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups
c. Discrimination legislation that includes gender, racial and ethnic groups, national origin, disability and
age
d. Such variables as marital status and education, as well as skills and years in the organization
13. Which type of diversity definition does the US largely use?
a. Conceptual rule based
b. Broad category based
c. Narrow category based
d. It varies based on the organization context
14. Visible diversity refers to:
a. Characteristics that are observable; readily detectable attributes such as race, gender or physical
disability
b. Underlying attributes such as religious, education, and tenure within the organization
c. Cultural practices in the workplace
d. Work teams that have diverse composition
15. The broad category-based diversity definition is determined by:
a. Differences in identity among group members in relation to other groups
b. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups
c. Discrimination legislation that includes gender, racial and ethnic groups, national origin, disability and
age
d. Such variables as marital status and education as well as skills and earnings in the organization
16. Broad-based category diversity definitions can be distinguished between two types, invisible and
___________.
a. Predominant
b. Visible
c. Noticeable
d. Obvious
17. Which category of diversity definitions provides a conceptual articulation of diversity?
a. Narrow category based
b. Conceptual rule based
c. Broad category based
d. Theoretical category based
18. The basic assumption of diversity definitions based on a conceptual rule is that members of a given
culture:
a. Share common world views and behaviors
b. Share the same experiences
c. Share the same perceptions
d. Share the same characteristics
19. What is the main criticism of expanded diversity definitions which include all differences?
a. By being so broad they do not provide specific detail
b. The definitional meaning continuously changes
c. Even expanded definitions can not include all categories of distinction
d. They reduce diversity to benign differences diluting the serious consequences of discrimination
20. The conceptual rule diversity definition is determined by:
a. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups and differences in identity among group members in relation to other groups
b. Discrimination legislation and includes gender, racial and ethnic groups, national origin, disability and
age
c. Such variables as marital status and education, as well as skills and years in the organization
d. The underlying theories that explain an individual’s role in workplace diversity
21. There are general definition distinction categories that do seem to cut across many (though not all)
national and local cultures. These include:
a. Color
b. Sex
c. Ethnicity
d. Religion
22. Which statement is true about workforce diversity?
a. Is a relatively new phenomenon
b. Impacts potentially harmful or beneficial employment outcomes such as job opportunities, treatment in
the workplace, and promotion prospects
c. Segments the workforce by their salient characteristics
d. Is only relevant in the national context of developed countries
23. What term is used to describe attitudes and behaviors that often affect the distribution of resources
and privileges in society that are based on group membership rather than on employment-related
characteristics?
a. Characterization
b. Stigmatization
c. Pollyanna
d. Oppression
24. The logical solution to the problem of finding a global definition for diversity that can be relevant in
different cultural and national contexts is to define diversity by process and _____________.
a. Category
b. Consequences
c. Relevancy
d. Impact
25. As recent as 2015 the debate around diversity and inclusion definitions still continues. What did
Farndale et al (2015) identify as currently still a challenge related to the study of diversity and inclusion?
a. The need for more distinction categories
b. The need to include globally relevant dimensions in the definitions
c. The need for less distinction categories
d. The need to include more impact statements
26. The stereotype concept was originally developed with respect to ethnic groups and has been
perceived as morally _______.
a. Wrong
b. Right
c. Neutral
d. Transparent
27. When negative attributes are associated with members of others groups, these groups are called:
a. Out-groups
b. In-groups
c. Sub-groups
d. Hate-groups
28. The concept of prejudice refers to people’s ________ toward members of other groups.
a. Generosity
b. Attitudes
c. Feelings
d. Behavior
29. Prejudice is defined as:
a. A preconceived judgment or opinion held by members of a group
b. A standardized, oversimplified mental picture that is held in common by members of a group
c. A preconceived opinion, not based on reason or experience
d. A statement of being subject to specific treatment or control
30. Geert Hofstede makes a distinction between two kinds of stereotypes. What perception is about
members of the other group?
a. Heterostereotypes
b. Individual stereotypes
c. Cultural stereotypes
d. Autostereotypes
31. Gender stereotypes affect perceptions of leaders and __________.
a. Followers
b. Managers
c. Consumers
d. Investors
32. A systematic review of the literature reveals that the prevailing stereotypes of older workers are that
they are __________.
a. Less motivated
b. More motivated
c. Inflexible
d. Forgetfu
33. A stereotype is defined as:
a. A preconceived judgment or opinion held by members of a group
b. A standardized, oversimplified mental picture that is held in common by members of a group
c. A preconceived opinion, not based on reason or experience
d. A statement of being subject to specific treatment or control
34. What type of characteristics do most age-related stereotypes ascribe to older workers
a. Positive
b. Benign
c. Negative
d. Demeaning
35. Employee age is _________to job performance than individual skill.
a. More important
b. Less important
c. More obvious
d. Less obvious
36. The term Asian has been used to refer to individuals from various communities and to group them into
one braid category. What is seen as a consequence of lumping the diverse communities into one?
a. Stereotypical behavior is easier to see
b. The individual communities become invisible
c. Research is easier to conduct
d. The diverse groups benefit as one large multicultural entity
37. Individuals who are in an identity group associated with widely known negative stereotypes may
experience:
a. Lack of willingness to go for the hard job
b. A shared belief that the stereotype is true
c. Stereotype threat
d. Lower engagement in organizational activities
38. What construct helps explain how stereotypes outside of the workplace couple with conditions inside
the workplace can influence employee performance?
a. Exclusion
b. Identity threat
c. Inferiority complex
d. Stereotype threat
39. Studies of positive and negative stereotyping indicate racist stereotypes are found in all racial groups
with a strong _________ bias toward participants’ own racial groups and a ________ bias toward other
racial groups.
a. Positive; negative
b. Negative; negative
c. Positive; positive
d. Negative; positive
40. What type of statements are the following? “But you don’t look Jewish!”; “Oh, that’s why you don’t
have an accent. You’re part White.”; “Sometimes I forget that you’re Black.”; “Oh, you are so exotic.”
a. Racial
b. Micro aggressions
c. Prejudicial
d. Stereotypical
41. What is an important element in understanding prejudice?
a. It assumes a position of superiority by the one doing the judging
b. It involves negative feelings
c. It is a psychological process
d. It’s effects are pervasive
42. What is considered the most extreme psychological mechanism in viewing members of other groups
as inferior?
a. Dehumanization
b. Oppression
c. Stereotyping
d. Dominating
43. Why is understanding the historical roots of slavery in the world important in understanding
discrimination today?
a. In order to avoid the mistakes of the past
b. In order to understand the underlying psychological processes
c. Because the same derogatory attitudes remain ingrained today
d. In order to understand the systematic process of dehumanization of a target people
44. Though originally morally neutral in its meaning, the word discrimination has acquired a _______
value.
a. Passé
b. Meaningless
c. Positive
d. Negative
45. Members of ethnic and national minorities have also been frequently victims of _________.
a. White collar crime
b. Discrimination
c. Workplace violence
d. Immigration raids
46. In what way has the initial limited legal principle of understanding diversity been expanded?
a. By including group based patterns of inequality at work
b. By including greater distinction categories
c. By including group based patterns of inequality in society
d. By including a greater understanding of national and global diversity terminology
47. Discrimination in employment occurs when individuals are treated differently because of
___________, and these actions have a negative impact
a. Behavioral tendencies
b. Personal characteristics
c. An individual’s worldview
d. Prejudicial beliefs
48. In a multinational study conducted by the UN’s ILO, discrimination against migrant and ethnic minority
job applicants was found to be on average around 35%. During what stage of the application process did
the most flagrant discrimination occur?
a. Throughout each stage
b. First stage
c. During the interview
d. Final stage
49. According to a recent Catalyst report using a European sample what percent of individuals who
identify as LGB reported discrimination and harassment based on their sexual orientation
a. 47%
b. 15%
c. 26%
d. 53%
50. Stereotyping and prejudice are distinct concepts with different definitions. Prejudice refers to a
preconceived judgment, how does that differ from stereotype?
a. Prejudice is perceived as an irrational attitude of hostility
b. Prejudice is more pervasive than stereotyping
c. Prejudice leads to greater oppression of the prejudged
d. Prejudicial beliefs are easily changed
True/False
1. Being a man in Japan is associated with fewer job opportunities than being a women in Japan.
2. Workforce diversity is not about the anthropological difference between people that “make them
special.”
3. There is a fundamental difference between attributes that make a person a unique human being and
those that – based on a group membership rather than individual characteristics – yield negative or
positive consequences.
4. Regional differences may be benign in some areas but consequential in others
5. In recent years, research and scholarly work on diversity has been generated in parts of the world
other than the United States.
6.The concept of workforce diversity travels well across cultural and national boundaries
7. Individuals who are different from the organizational mainstream based on invisible characteristics
generally do not experience discrimination.
8. One of the major reasons why diversity of any type creates difficulty for groups is attributable to
complex and often implicit differences in perspective, assumptions, and causal beliefs with which the
observable differences are assumed to be correlated.
9. Generating terminology that will be applicable across cultural and national boundaries is nonessential.
10. Research findings indicate that employee age is more important to job performance than individual
skill and health.
11. Stereotype threat can disrupt performance even if the individual does not believe the stereotype to be
true
12. Discrimination against migrant and ethnic minority job applicants is wide spread.
Essay
1. The definition of workforce diversity in the global context used in this text divides the workforce into
distinction categories that have a perceived commonality within a given context and that impact
employment outcomes. What are the advantages and limitations of this definition?
2. What are the problems in utilizing some general distinction categories (e.g. gender, race, ethnicity, age,
sexual orientation, and disability) to define diversity?
3. What are the adverse consequences of the diversity distinction categories?
4. According to the broad based category of diversity definitions, diversity can either be visible or invisible.
Given that invisible diversity is associated with invisible differences why is this a problem?
5. Researchers utilizing “situation testing” found discrimination in the hiring process of four European
countries. How might the concept of stereotyping explain the migrant cadidates experience during the job
interview?