Human Resource Management V2.0 by Laura Portolese Test Bank

Human Resource Management V2.0 by Laura Portolese  Test Bank
Chapter 03
Diversity and Multiculturalism
True/False Questions
Section One

Diversity and multiculturalism are terms that can be used interchangeably.

False; Easy

Invisible privilege refers to the power and privilege one may experience but not be aware of.

True; Easy

The colorblind approach is an acknowledgment of the privileges one receives because of their race, gender, or social class.

False; Easy

People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.

False; Easy

Diversity leads to reduced profitability and lowered standards in customer service.

False; Easy

Legal compliance is the only reason why companies must promote a multicultural work environment.

False; Easy
Section Two

Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.

False; Easy

Organizations that have specific diversity plans in place tend to be able to facilitate changes more quickly than those companies which do not have diversity plans.

True; Easy

Assessment of diversity is the first step in creating a diversity plan.

True; Easy

Word-of-mouth advertisement is a recruitment strategy associated with the danger of reducing diversity in the workplace.

True; Easy

Adverse impact refers to employment practices which are openly discriminatory against a protected group.

False; Easy

The ability to talk about differences and expectations can be a key ingredient in training focused on multiculturalism.

True; Easy
Section Three

Employers with at least 50 employees are covered under the EEOC.

False; Easy

EEO-1 form confirms the demographics of an organization based on different job categories.

True; Easy

Wheelchair access is an example of reasonable accommodation on the part of the employer of a candidate or applicant with disability.

True; Easy

An English-only policy is not allowed under any circumstances by the EEOC.

False; Easy

The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.

True; Easy

An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.

True; Easy

The EEOC regulations ensure that people who have served in the armed forces are reemployed in their civilian jobs upon return to service.

True; Easy