Diversity ,Inclusion & EEOL in Human resource management MCQ
When it comes to diverse work groups, diversity’s potential is unlocked when it is accompanied by ______.
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Correct Answer:
Inclusion
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Which plans aim specifically to increase hiring and labor participation of groups that suffered from past discrimination?
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Correct Answer:
Affirmative Action Plans
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If an illness does not affect ______, it is not considered a disability eligible for Americans with Disabilities Act protection.
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Correct Answer:
major life activities
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Which law prohibits businesses from making assumptions about pregnant workers regarding their physical limitations, or their ability to withstand particular work conditions?
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Correct Answer:
Pregnancy Discrimination Act
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A common reason for pregnancy discrimination claims is when an employer refuses to ______.
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Correct Answer:
provide accommodations
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______ harassment occurs when employment decisions are contingent upon sexual favors.
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Correct Answer:
Quid pro quo
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Harassment is defined as ______ behaviors.
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Correct Answer:
unwelcome
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The Uniform Guidelines on Employee Selection Procedures outline how selection systems can be designed to comply with ______.
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Correct Answer:
EEOC laws
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Which damages are awarded if it is demonstrated that the company has engaged in reckless discrimination and failed to act in good faith?
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Correct Answer:
punitive damages
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Which damages refer to providing financial relief to the complainant for damages experienced, such as mental and emotional stress suffered because of discrimination?
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Correct Answer:
compensatory damages
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Which type of claim involves statistical analyses showing that the selection criterion or employment policy has a differential effect on different groups?
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Correct Answer:
disparate impact
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What is the first step applicants/employees must take if they are experiencing discrimination in hiring or in the workplace?
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Correct Answer:
file a complaint with the EEOC
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Which is/are simplified and generalized assumptions about a particular group that may be implicit or explicit?
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Correct Answer:
stereotypes
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Selected candidates who are ______ may experience a sense of alienation and isolation once they are employed.
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Correct Answer:
different from the majority
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The Uniform Guidelines on Employee Selection Procedures accept two ways of measuring validity: content and construct.
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Correct Answer:
True
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Unconscious bias is also known as
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Correct Answer:
implicit bias
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Stereotypes is an Overly simplified and generalized assumptions about a ________ that may not reflect reality
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Correct Answer:
Both a & b
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The theory that individuals prefer others who are similar to them.This theory is known as
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Correct Answer:
Similarity-attraction hypothesis
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Sexual harassment Unwanted advances and other harassment that is sexual in nature
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Correct Answer:
True
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Reverse discrimination against ________ privileged groups such as white or male employees
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Correct Answer:
majority or historically
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_______ provided to employees to help them perform their jobs that is reasonable given a firm’s resources
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Correct Answer:
Reverse discrimination
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Prima facie evidence is a
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Both a & b
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______ is an excuse given for a decision that is not the real reason
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Pretext
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A division of the department of labor; monitors eeo compliance of federal contractors is know as
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OFCCP
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Marginal functions is a Job tasks or goals that can be assigned to others
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True
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Organizations or groups in which individuals, regardless of their background, are treated with dignity and respect is known as
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Inclusive environment
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________ Behavior that contributes to an environment a reasonable person would find offensive
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Correct Answer:
Hostile work environment
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Unwelcome behaviors based on sex, race, religion, national origin, and other protected characteristics is known as
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Correct Answer:
Harassment
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Presidential orders that carry the force of law is known as
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Executive orders
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Essential functions is a Job tasks or goals that every incumbent needs to perform
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Correct Answer:
True
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Which of the following statements is correct about Equitable relief ?
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Correct Answer:
Payments made to a plaintiff to bring them back to the position they would have had if they were not discriminated against
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