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1. Allison, an HR Executive at BigMind Inc., must recruit suitable candidates from a list of 50 job applicants. Which of
the following is a legally permissible criterion that Allison can use to make a hiring decision?
a.
Education
b.
Gender
c.
Age
d.
National origin
ANSWER:
a
2. Which of the following is an illegal criterion for rejecting job applicants?
a.
Education
b.
Work experience
c.
Skill set
d.
Religion
ANSWER:
d
3. Susan alleges that her job application was rejected by Bob & Ben Inc. because of her ethnicity. To establish that she
was discriminated against based on her ethnicity and file suit against the company, Susan must:
a.
develop and present an affirmative action plan.
b.
prove that Bob & Ben Inc. engages in status-blind employment decisions.
c.
conduct due diligence.
d.
satisfy the burden of proof.
ANSWER:
d
4. Equal employment opportunity is a broad-reaching concept that essentially requires employers to make _____
employment decisions.
a.
status-blind
b.
nepotistic
c.
egocentric
d.
means-end
ANSWER:
a
5. Affirmative action means that an employer takes proactive measures to _____.
a.
reduce both negative and positive discrimination in the organization
b.
minimize status-blind employment decisions
c.
increase the number of women and minorities in the workforce
d.
decrease instances of whistle-blowing in the workplace
ANSWER:
c
6. Which of the following is true of the U.S. Department of Labor?
a.
The Equal Employment Opportunity Commission is part of the U.S. Department of Labor.
b.
Unlike the Equal Employment Opportunity Commission, it enforces employment laws for employers in both
private and public workplaces.
c.
The employment requirements set out by executive orders for federal contractors and subcontractors is beyond
the scope of the U.S. Department of Labor.
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d.
It has broad enforcement power and oversees compliance with many employment-related laws.
ANSWER:
d
7. The Department Head of the supply chain unit of MacX Inc. issued a memo stating that all male employees must work
in the evening shift for the next two months. This best exemplifies _____.
a.
disparate treatment
b.
unjustifiable dismissal
c.
a nepotistic decision
d.
a status-blind employment decision
ANSWER:
a
8. Sentinals FC, a soccer club, is hiring new players. The applicants are required to be of a certain height and physical
build to qualify for the next round of the selection process. Consequently, some applicants do not qualify despite having
exceptional soccer skills. This best exemplifies _____.
a.
nepotism
b.
disparate impact
c.
status-blind hiring
d.
summary dismissal
ANSWER:
b
9. _____ is a practice required for safe and efficient organizational operations.
a.
Disparate treatment
b.
Constructive dismissal
c.
A business necessity
d.
A business emergency
ANSWER:
c
10. Preventing workers from injuring themselves at the workplace is _____.
a.
a nonretaliatory practice
b.
the burden of proof
c.
a business necessity
d.
a business emergency
ANSWER:
c
11. Which of the following is a criticism of the use of criminal background checks in the selection process?
a.
It is likely to cause disparate impact directed at underrepresented groups.
b.
It leads to an increase in the number of status-blind employment decisions.
c.
It is merely an indicator of the past and not a predictor of the future.
d.
It reduces negative discrimination but increases positive discrimination.
ANSWER:
a
12. Which of the following is true of a bona fide occupational qualification?
a.
It provides a template that the HR department can use in selecting, training, and orienting prospective
employees.
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b.
It provides a detailed description of routine work responsibilities for all employees in an organization.
c.
It provides an exhaustive list of the desired traits and characteristics expected from prospective employees.
d.
It provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of
consideration.
ANSWER:
d
13. Which of the following is true of nonretaliatory practices in workplaces?
a.
Employers are prohibited from retaliating against individuals who file discrimination charges.
b.
Employees are prohibited from retaliating against organizations that practice discrimination.
c.
Employers are restricted from retaliating against employees who violate organizational ethics.
d.
Employees are restricted from retaliating against employers who use summary dismissal.
ANSWER:
a
14. According to Title VII of the Civil Rights Act of 1964, which of the following is considered illegal?
a.
Discriminating against employees on the basis of their educational qualification
b.
Discriminating against employees on the basis of their ethnicity
c.
Discriminating against employees on the basis of their work experience
d.
Discriminating against employees on the basis of their skill sets
ANSWER:
b
15. Which of the following statements is true of using social networking sites to fill job positions?
a.
It results in employers making status-blind employment decisions.
b.
It is likely to result in disparate impact.
c.
It encourages positive discrimination by using anonymous application procedures.
d.
It prevents employers from engaging in racial discrimination.
ANSWER:
b
16. Which of the following organizations must comply with rules and regulations established by specific government
agencies to enforce the Equal Employment Opportunity Act of 1972?
a.
Government and private employers with a minimum of 10 employees
b.
Private employers with 15 or more employees
c.
Private organizations with a minimum of five employees
d.
Labor unions with five or more members
ANSWER:
b
17. Which of the following is true of the Civil Rights Act of 1991?
a.
It requires employers to minimize instances of whistle-blowing in the workplace.
b.
It requires employers to discourage affirmative actions in the workplace.
c.
It requires employers to show that an employment practice is job related for a position.
d.
It requires employers to avoid making status-blind employment decisions.
ANSWER:
c
18. Which of the following is true of executive orders 11246, 11375, and 11478?
a.
They require all educational institutions and private organizations with 10 or more employees to follow the
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regulations established by the Equal Employment Opportunity Act of 1972.
b.
They require public and private employers to conduct due diligence as soon as a business deal is closed.
c.
They require state governments and federal contractors to prevent the use of summary dismissal in
organizations.
d.
They require federal contractors to take affirmative action to compensate for historical discrimination against
women, minorities, and individuals with disabilities.
ANSWER:
d
19. Which of the following is the overall objective of an affirmative action program?
a.
To have a company’s workforce demographics reflect as closely as possible the demographics in the labor
market from which workers are recruited
b.
To ensure that organizations do not engage in unethical practices such as positive and negative discrimination
and summary dismissal
c.
To stop companies from making status-blind employment decisions
d.
To encourage employers to conduct due diligence once a business deal is closed
ANSWER:
a
20. Affirmative action programs are reviewed by the _____.
a.
Equal Employment Opportunity Commission
b.
Office of Federal Contract Compliance Programs
c.
Committee on Oversight and Government Reform
d.
Department of Justice
ANSWER:
b
21. The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States.
a.
gender discrimination
b.
age discrimination
c.
race discrimination
d.
disability discrimination
ANSWER:
c
22. The _____ of 1978 amended Title VII of the 1964 Civil Rights Act to require that employers treat maternity leave the
same as other personal or medical leaves.
a.
Pregnancy Discrimination Act
b.
Family and Medical Leave Act
c.
Fair Labor Standards Act
d.
National Labor Relations Act
ANSWER:
a
23. Which of the following is true of the Family and Medical Leave Act?
a.
It applies exclusively to women in cases of childbirth.
b.
It grants leaves to adoptive parents only if the adopted child is under five months old.
c.
It requires that qualified individuals be given up to 12 weeks of unpaid family leave.
d.
It requires that qualified individuals be given 20 weeks of unpaid family leave.
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ANSWER:
c
24. _____ occurs when making accommodations for individuals with disabilities imposes a significant difficulty or
expense on an employer.
a.
Disparate impact
b.
An undue hardship
c.
An affirmative action
d.
Summary dismissal
ANSWER:
b
25. Which of the following statements is true of the Equal Pay Act of 1963?
a.
It states that tasks performed only intermittently or infrequently make jobs different enough to justify different
wages.
b.
It requires employers to offer equal pay for all employees irrespective of their seniority.
c.
It states that the existence of pay differences in jobs held by women and men is sufficient to prove that illegal
discrimination has occurred in the workplace.
d.
It requires employers to pay similar wage rates for similar work without regard to gender.
ANSWER:
d
26. Samantha, a Senior Manager at OfficeBoxes, discovered that her salary is lower than a male Senior Manager’s salary.
After consulting an HR executive, she learned that a difference in pay between men and women is permitted by the Equal
Pay Act of 1963 if the pay difference is _____.
a.
based on a difference in performance
b.
based on a difference in age
c.
not the result of a status-blind decision
d.
not a result of affirmative action
ANSWER:
a
27. Under which of the following circumstances does the Equal Pay Act of 1963 permit differences in pay between men
and women in the same jobs?
a.
Differences in seniority
b.
Differences in marital status
c.
Differences in ethnicity
d.
Differences in age
ANSWER:
a
28. The _____ of 2009 eliminates the statute of limitations for employees who file pay discrimination claims under the
Equal Pay Act.
a.
Taft-Hartley Act
b.
Lilly Ledbetter Fair Pay Act
c.
Clayton Antitrust Act
d.
Pay Equity Act
ANSWER:
b
29. Ongoing interest in the notion of pay equity is due to:
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a.
the need to eliminate status-blind employment practices.
b.
the increasing number of racial discrimination lawsuits.
c.
the continuing gap between the earnings of women and men.
d.
the increasing number of women in the workforce.
ANSWER:
c
30. Chemfi Inc. has been experiencing high attrition rates among its female employees. Most of them cited poor work–life
balance as the reason for their resignation. Which of the following can Chemfi Inc. use to ensure that its employees have a
good work–life balance?
a.
It can provide employees with on-site cafeterias and fitness centers.
b.
It can provide employees with incentives for extra work hours.
c.
It can offer advancement options based on employee productivity.
d.
It can use featherbedding practices.
ANSWER:
a
31. Which of the following is true of a glass ceiling?
a.
It refers to a set of proactive employment practices to compensate for historical discrimination against women,
minorities, and individuals with disabilities.
b.
It refers to a set of workplace guidelines to eliminate discriminatory and unethical practices such as summary
dismissal and positive and negative discrimination.
c.
It refers to a modification to a job or work environment that gives a qualified individual an equal employment
opportunity to perform.
d.
It refers to discriminatory practices that have prevented women and other minority status employees from
advancing to executive-level jobs.
ANSWER:
d
32. One of the most useful ways to break the glass ceiling in organizations is to _____.
a.
eliminate status-blind employment practices
b.
establish formal mentoring programs for minority groups
c.
avoid affirmative action
d.
prevent unethical practices such as summary dismissal
ANSWER:
b
33. A _____ is a modification to a job or work environment that gives a qualified individual an equal employment
opportunity to perform.
a.
reasonable accommodation
b.
due hardship
c.
glass ceiling
d.
balanced scorecard
ANSWER:
a
34. Which of the following best describes nepotism?
a.
It is the practice of making employment decisions without regard to individuals’ personal characteristics.
b.
It is the practice of allowing relatives to work for the same employer.
c.
It is the practice of compensating for historical discrimination against certain groups in the workforce.
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d.
It is the practice of assessing all aspects of a business being acquired.
ANSWER:
b
35. Which of the following best exemplifies quid pro quo sexual harassment?
a.
Fatima commenting on the appearance of one of her team members
b.
Ravi’s supervisor telling him jokes that are sexual in nature
c.
Jemma’s supervisor giving her a pay hike for performing sexual favors
d.
Ned allowing revealing photos of himself to be displayed in a public domain
ANSWER:
c
36. Which of the following statements is true of quid pro quo harassment?
a.
A supervisor or coworker can be held guilty of quid pro quo harassment for telling jokes that are suggestive or
sexual in nature.
b.
A plaintiff only needs to show that a company’s working conditions are hostile to prove charges of quid pro
quo harassment.
c.
A supervisor or coworker can be held guilty of quid pro quo harassment for repeatedly coercing his or her
subordinates to stay late after work.
d.
A company always bears liability for quid pro quo harassment because supervisors are agents of the company.
ANSWER:
d
37. Which of the following statements is true of hostile environment harassment?
a.
A supervisor can be held guilty of hostile environment harassment if he or she tells jokes that are suggestive in
nature.
b.
Hostile environment harassment is a type of quid pro quo harassment.
c.
Hostile environment harassment does not apply to acts perpetrated by coworkers and third parties.
d.
A company cannot be held liable for an employee’s actions in cases of hostile environment harassment.
ANSWER:
a
38. The Rehabilitation Act passed in 1973 applies only to _____.
a.
federal contractors
b.
state governments
c.
labor unions
d.
nonprofit organizations
ANSWER:
a
39. Which of the following is the most common component of diversity training programs?
a.
Performance training
b.
Legal awareness
c.
Productivity training
d.
Economic awareness
ANSWER:
b
40. The Americans with Disabilities Act does not cover:
a.
private employees.
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b.
individuals employed at employment agencies.
c.
individuals employed by state governments.
d.
members of labor unions.
ANSWER:
c
41. The Americans with Disabilities Act is enforced by the _____.
a.
Department of Labor
b.
National Labor Relations Board
c.
Office of Federal Contract Compliance Programs
d.
Equal Employment Opportunity Commission
ANSWER:
d
42. Which of the following statements is true of the Americans with Disabilities Act (ADA)?
a.
The ADA does not protect current users of illegal drugs.
b.
The ADA does not protect recovering addicts.
c.
Impairments such as autism and bipolar disorder are not covered by the ADA.
d.
Impairments such as cancer and HIV infection are not covered by the ADA.
ANSWER:
a
43. Which of the following is the earliest law regarding individuals with disabilities?
a.
The Americans with Disabilities Act
b.
The Rehabilitation Act
c.
The Supplemental Appropriations Act
d.
The Taft-Hartley Act
ANSWER:
b
44. The _____ prohibits the use of pre-employment medical exams, except for drug tests, until a job has been
conditionally offered.
a.
Labor Management Relations Act
b.
Supplemental Appropriations Act
c.
Americans with Disabilities Act
d.
Taft-Hartley Act
ANSWER:
c
45. The _____ prohibits discrimination in terms, conditions, or privileges of employment against all individuals age 40 or
older employed by organizations having 20 or more workers.
a.
Older Workers Benefit Protections Act
b.
Rehabilitation Act
c.
Civil Rights Act
d.
Age Discrimination in Employment Act
ANSWER:
d
46. The _____ protects employees who sign liability waivers for age discrimination in exchange for severance packages
during reductions in force.
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a.
Older Workers Benefit Protection Act
b.
Workforce Age Discrimination Act
c.
Civil Rights Act
d.
Rehabilitation Act
ANSWER:
a
47. TeaLeaver Inc. has requested Jason, a retiring employee, to train new employees on some essential job duties. In a bid
to retain Jason for a short period of time, the company has offered him phased retirement, which means that his _____.
a.
workload and pay level are increased
b.
workload and pay level are reduced
c.
workload is reduced and pay level is increased
d.
workload is increased and pay level is reduced
ANSWER:
b
48. The _____ requires that employers verify the employment eligibility status of all employees, while not discriminating
because of national origin or ethnic background.
a.
Labor Management Relations Act
b.
Rehabilitation Act
c.
Immigration Reform and Control Act
d.
Older Workers Benefit Protection Act
ANSWER:
c
49. Under the _____, employees are required to notify their employers of military service obligations.
a.
Labor Management Relations Act
b.
Rehabilitation Act
c.
Vietnam Era Veterans’ Readjustment Assistance Act
d.
Uniformed Services Employment and Reemployment Rights Act
ANSWER:
d
50. In June, Alexa’s Army Reserve unit was called to active duty. To comply with the Uniformed Services Employment
and Reemployment Rights Act, her employer must _____.
a.
provide up to five years of active duty service leave
b.
promote her to a higher position when she returns
c.
pay her a salary and a bonus amount for her military service
d.
pay her salary to the military branch in which she serves
ANSWER:
a
51. The primary objective of affirmative action plans is to identify the most common areas of workplace discrimination.
a.
True
b.
False
ANSWER:
False
52. The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private and public
workplaces.
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a.
True
b.
False
ANSWER:
True
53. Disparate treatment occurs when individuals with particular characteristics that are not job related are treated
differently from others.
a.
True
b.
False
ANSWER:
True
54. Restricting employees from wearing garments that might get caught in machinery is a form of discrimination and not a
business necessity.
a.
True
b.
False
ANSWER:
False
55. Employers cannot discriminate on the basis of sex, religion, or national origin even if the characteristic can be justified
as a bona fide occupational qualification.
a.
True
b.
False
ANSWER:
False
56. In most cases, employers are not prohibited from retaliating against individuals who file discrimination charges.
a.
True
b.
False
ANSWER:
False
57. Title VII of the Civil Rights Act states that it is unethical but not illegal for organizations to discriminate based on a
person’s sex, race, national origin, color, and/or religion.
a.
True
b.
False
ANSWER:
False
58. All educational institutions are exempted from Title VII of the Equal Employment Opportunity Act of 1972.
a.
True
b.
False
ANSWER:
False
59. The Civil Rights Act of 1991 requires that employers show that an employment practice is job related for the position
and consistent with business necessity.
a.
True
b.
False
ANSWER:
True
60. Executive Orders 11246, 11375, and 11478 prevent employers and federal contractors from taking affirmative action.
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a.
True
b.
False
ANSWER:
False
61. The use of employee referral programs can lead to a homogenous workforce.
a.
True
b.
False
ANSWER:
True
62. The Pregnancy Discrimination Act (PDA) requires that employers provide at least 20 weeks of paid maternity leave.
a.
True
b.
False
ANSWER:
False
63. The Family and Medical Leave Act (FMLA) of 1993 is applicable only to women.
a.
True
b.
False
ANSWER:
False
64. Courts have ruled that pregnant employees should decide for themselves whether or not they can perform assigned
work.
a.
True
b.
False
ANSWER:
True
65. The Equal Pay Act of 1963 requires employers to pay similar wage rates for similar work without regard to gender.
a.
True
b.
False
ANSWER:
True
66. Pay equity is the idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar,
even if actual duties differ significantly.
a.
True
b.
False
ANSWER:
True
67. Differences in pay between men and women in the same jobs are permitted when there is a difference in the quality of
work.
a.
True
b.
False
ANSWER:
True
68. Nepotism is the practice of preventing relatives from working for the same employer.
a.
True
b.
False
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ANSWER:
False
69. Most executives and HR professionals agree that workplace romances are risky because they can create conflict in
organizations.
a.
True
b.
False
ANSWER:
True
70. Hostile environment harassment is sexual harassment that links employment outcomes to the granting of sexual
favors.
a.
True
b.
False
ANSWER:
False
71. Gender stereotyping in the workplace can cause sexual harassment.
a.
True
b.
False
ANSWER:
True
72. The Rehabilitation Act applies only to private employees.
a.
True
b.
False
ANSWER:
False
73. The Americans with Disabilities Act (ADA) covers all individuals employed by state governments.
a.
True
b.
False
ANSWER:
False
74. Jessie was terminated from work after she was diagnosed with diabetes. Jessie cannot file a complaint against her
termination because diabetes is not covered by the Americans with Disabilities Act (ADA).
a.
True
b.
False
ANSWER:
False
75. The Americans with Disabilities Act restricts employers’ attempts to obtain and retain medical information related to
applicants and employees.
a.
True
b.
False
ANSWER:
True
76. Congress passed the Genetic Information Nondiscrimination Act to limit health insurance plans’ use of genetic
information and to prohibit employment discrimination on the basis of this information.
a.
True
b.
False
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ANSWER:
True
77. The Older Workers Benefit Protection Act ensures that older workers are not pressured into waiving their rights under
the Age Discrimination in Employment Act (ADEA).
a.
True
b.
False
ANSWER:
True
78. Under the Immigration Reform and Control Act (IRCA), each employee is required to complete an Employment
Eligibility Verification form within 24 hours of employment.
a.
True
b.
False
ANSWER:
False
79. Under the Vietnam Era Veterans’ Readjustment Assistance Act, employees are required to notify their employers of
military service obligations.
a.
True
b.
False
ANSWER:
False
80. Cultural awareness training helps all participants see and accept the differences in people with widely varying cultural
backgrounds.
a.
True
b.
False
ANSWER:
True
81. Explain protected characteristics.
ANSWER:
Protected characteristics are individual attributes such as race, age, sex, disability, or religion that are protected
under equal employment opportunity laws and regulations.
82. Explain status-blind employment decisions.
ANSWER:
Status-blind employment decisions refer to employment decisions that are made without regard to individuals’
personal characteristics.
83. Define bona fide occupational qualification.
ANSWER:
A bona fide occupational qualification provides a legitimate reason an employer can use to exclude persons on
otherwise illegal bases of consideration.
84. After reporting her manager for hostile environment harassment, Amy was scheduled to work the morning shift that
typically had fewer customers and earned less money. As a result, Amy sued the company for retaliation. List five ways
the company could prevent retaliation charges in the future.
ANSWER:
To prevent charges of retaliation, the following actions are recommended for employers:
• Create and disseminate an antiretaliation policy.
• Train supervisors on what retaliation is and what actions are not appropriate.
• Review all performance evaluation and discipline records to ensure consistency and accuracy.
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• Take appropriate action when retaliation occurs.
85. List the organizations that are required to comply with the Equal Employment Opportunity Act of 1972.
ANSWER:
Any organization meeting one of the following criteria must comply with rules and regulations that specific
government agencies have established to enforce the act:
• All private employers of 15 or more employees
• All educational institutions, public and private
• State and local governments
• Public and private employment agencies
• Labor unions with 15 or more members
• Joint labor–management committees for apprenticeships and training
86. Jack and Jane are both Product Managers at CampTrails Inc., but Jack earns more than Jane. List the four legally
acceptable reasons that CampTrails can use to justify Jack’s higher wages.
ANSWER:
CampTrails can use one of the following reasons to justify Jack’s higher wages:
• Differences in seniority
• Differences in performance
• Differences in quality and/or quantity of production
• Factors other than sex, such as skill, effort, and working conditions
87. What are the steps that employers can take to reduce pay inequities?
ANSWER:
Employers can take the following steps to reduce pay inequities:
• For the most accurate overall picture, include all benefits and other items that are part of pay to
calculate total compensation.
• Make sure people know how the organization’s pay practices work.
• Base pay on the value of jobs and performance.
• Benchmark against local and national markets so that pay structures are competitive.
• Conduct frequent audits to ensure that pay is fair internally and that there are no gender-based
inequities.
88. How can companies prevent sexual harassment at the workplace?
ANSWER:
Companies may avoid liability if they take reasonable care to prohibit sexual harassment, which can include
the following steps:
• Establish a sexual harassment policy.
• Communicate the policy regularly.
• Train employees and managers on issues related to sexual harassment.
• Encourage reporting with a positive culture.
• Investigate when complaints are voiced and take appropriate action.
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person’s sex, race, national origin, color, and/or religion. Coverage includes hiring decisions, terminations,
promotions, demotions, compensation, working conditions, and many other personnel actions.
Title VII, as amended by the Equal Employment Opportunity Act of 1972, covers most employers in the
United States. Any organization meeting one of the following criteria must comply with rules and regulations
that specific government agencies have established to administer the act:
• All private employers of 15 or more employees
• All educational institutions, public and private
• State and local governments
• Public and private employment agencies
• Labor unions with 15 or more members
• Joint labor–management committees for apprenticeships and training
Although the very first civil rights act was passed in 1866, it was not until passage of the Civil Rights Act of
1964 that the keystone of antidiscrimination employment legislation was put into place. Title VII, the
employment section of the Civil Rights Act of 1964, details the legal protections provided to applicants and
employees, and it defines prohibited employment practices. Title VII is the foundation on which all other
workplace nondiscrimination legislation is built.
Title VII of the Civil Rights Act states that it is illegal for organizations to discriminate in any way based on a
person’s sex, race, national origin, color, and/or religion. Coverage includes hiring decisions, terminations,
promotions, demotions, compensation, working conditions, and many other personnel actions.
Title VII, as amended by the Equal Employment Opportunity Act of 1972, covers most employers in the
United States. Any organization meeting one of the following criteria must comply with rules and regulations
that specific government agencies have established to administer the act:
• All private employers of 15 or more employees
• All educational institutions, public and private
• State and local governments
• Public and private employment agencies
• Labor unions with 15 or more members
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The second type, hostile environment harassment, may include actions such as commenting on appearance or
and women in the same jobs are permitted because of:
1. Differences in seniority,
2. Differences in performance,
3. Differences in quality and/or quantity of production, and
4. Factors other than sex, such as skill, effort, and working conditions.
In response to a procedural issue in pursuit of a fair pay claim, Congress enacted the Lilly Ledbetter Fair Pay
Act in 2009. This law eliminates the statute of limitations for employees who file pay discrimination claims
under the Equal Pay Act. Each paycheck is essentially considered a new act of discrimination. Lawmakers
recognized that because pay information is often secret, it might take months or even years for an employee to
discover the inequity. The successful plaintiff can recover up to two years of back pay.
96. What is a glass ceiling? Briefly discuss some useful ways to break the glass ceiling.
ANSWER:
A glass ceiling refers to discriminatory practices that have prevented women and other minority status
employees from advancing to executive-level jobs.
A number of employers have recognized that breaking the glass is good business for women and racial/ethnic
minorities. Some useful ways to break the glass include the following suggestions:
• Establish formal mentoring and sponsorship programs for women and members of racial and ethnic
minorities.
• For individuals who have shown talent in their current jobs, provide opportunities for career rotation
into different work areas.
• Include women and minorities as members of top management and boards of directors.
• Establish clear goals for retention and progression of women and minorities. Also, hold managers
accountable for achieving these goals.
• Allow for alternative and flexible work arrangements for employees, particularly those who balance
work and family responsibilities.
• Develop opportunities for employees to function together in small groups to develop stronger
cohesion.
• Focus on improving employee engagement by giving individuals more latitude to develop their own
work responsibilities and roles.
• Encourage group networking within the organization to encourage positive social interactions among
employees.
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