Diversity Midterm Exam: Laws Addressing Discrimination in the Workplace

Diversity Mid-Term Exam
NAME: ________________________________________________________
CHOOSE THE BEST ANSWER
1. The Equal Pay Act of 1963
a.has been somewhat successful in reducing wage disparities between whites and minorities.
b.is an amendment to Title VII of the Civil Rights Act.
c.has been limited by sex segregation and exceptions due to merit and seniority.
d.has reduced the wage gap to about 10 cents.
2. Under Title VII
a. employers are required to reasonably accommodate employees’ sincerely held religious beliefs or practices.
b.people without religious beliefs are provided no protection from employment-related discrimination.
c.women, but not men, are afforded protection from employment-related discrimination.
d.sex discrimination is prohibited, but not sexual harassment.
3. Which of the following is true of affirmative action programs?
a.Employers are required to have quotas for hiring certain groups.
b.Compared with the passive nature of Title VII, affirmative action means taking active steps to correct or reduce under-utilization of certain groups.
c.In cases of egregious discrimination, judges wholeheartedly and frequently impose quotas on offending organizations.
d.Affirmative action programs are only for minorities.
4. Which of the following is true of age discrimination in employment?
a.The Age Discrimination in Employment Act (ADEA) is defined as prohibiting employment-related discrimination against persons 50 and older.
b.Age discrimination is of less importance now than in the past due to the millions of aging baby boomers in the United States.
c.Retaliation against those who file claims of discrimination is not illegal.
d.Acting on stereotypes about someone’s ability based on his or her age is prohibited under the ADEA.
5. Sexual harassment
a.is often a result of normal professional behaviors between men and women at work.
b.must occur between a manager or supervisor and a subordinate to be considered illegal.
c.should be disciplined with severity, regardless of the nature of the harassment.
d.may include lewd jokes, sexually explicit posters, or sexual comments at work.
6. Disparate treatment
a.occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
b.occurs when an employee or applicant is treated differently because of his or her race, sex, age, or other protected category.
c.is easy for applicants or employees to recognize and prove.
d.is more likely to occur in those organizations that do the most to avoid it.
7. Disparate impact
a.is always illegal.
b.when proven, results in employers having to pay punitive damages.
c.occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups.
d.occurs when there is intentional discrimination, for example if an employer refuses to hire men as childcare workers.
8. Which of the following is NOT included in Title VII of the Civil Rights Act of 1964
prohibitions against discrimination?
a.Race
b.Sex
c.Age
d.Religion
9. Bona Fide Occupational Qualifications (BFOQs)
a.is a term that refers to certain situations in which an employer may legally require
that employees be of certain sex, religion, or age.
b.includes such things as customers’ preference for employees of a certain race.
c.allows for women to be excluded from firefighters’ positions.
d.allows for men to be excluded from day care workers’ positions.
10. Which of the following is NOT TRUE of workers under 40 years of age?
a.They are not protected by the Age Discrimination in Employment Act.
b.They are unlikely to experience age-related discrimination and harassment.
c.Younger workers are protected in some countries other than the U.S.
d.Younger workers are protected in some cities and states in the U.S.
11. Sexual harassment of employees by customers
a.has a minimal effect on employees.
b.is not covered by sexual harassment laws.
c.leads to lower productivity, stress, and turnover.
d.is considered an occupational hazard that is not under the control of the employer.
12. The Family and Medical Leave Act
a.allows covered employees to take up to 6 months of unpaid leave in certain circumstances.
b.allows covered employees to take unpaid leave to care for domestic partners.
c.allows covered employees to take unpaid leave to care for an ailing grandparent.
d.has been criticized for multiple reasons.
13. The Lilly Ledbetter Fair Pay Act
a.restores the pre-Ledbetter position that with every paycheck that is discriminatory, a new clock starts.
b.was enacted in 1964 right after the Equal Pay Act of 1963.
c.requires a claim must be filed within 60 days of a discriminatory pay decision.
d.requires a claim must be filed within 90 days of a discriminatory pay decision.
14. According to the text, characteristics of minority or non-dominant groups often include
a.identifiability, differential income, discrimination, and group awareness.
b.identifiability, visibility, discrimination, and group dynamics.
c.i...