Managing Diversity - Workplace Chapter 4

The Black population is about A. 13.5% of the U.S. population B. 20.5% of the U.S. population C. 30% of the U.S. population D. 25% of the U.S. population E. 8.5% of the U.S. population

A. 13.5% of the U.S. population

Discrimination against customers A. has negative effects on organizations' ability to market to diverse customer groups. B. is a thing of the past; organizations no longer practice this costly behavior. C. ironically can result in patronization from more desirable customers. D. can be avoided by profiling only "typical" shoplifters.

A. has negative effects on organizations' ability to market to diverse customer groups.

The Civil Rights Movement of the 1960s A. included lunch counter sit-ins that college students organized. B. primarily occurred in the North. C. was less successful than the movement of the 1930s and 1940s. D. had no assistance from Jewish allies. E. A and C only above.

A. included lunch counter sit-ins that college students organized.

Which of the following statements about the education, employment, and/or earnings of Blacks/African Americans is true? A. Because of affirmative action, Blacks with college degrees are more likely to be employed and have higher earnings than Whites with college degrees. B. Black unemployment is higher than the unemployment of every other racial/ethnic group at the same educational level. C. The participation rate of Black women is projected to increase by 2018. D. Blacks with college degrees have similar employment levels and earnings as Whites with college degrees.

B. Black unemployment is higher than the unemployment of every other racial/ethnic group at the same educational level.

In empirical research on access to employment, researchers found that A. applicants with "Black-sounding" names were three times less likely to be called for interviews than applicants with "Hispanic-sounding" names. B. having higher quality resumes did not increase the number of callbacks for Black applicants. C. having a "White-sounding" name was equivalent to adding a college degree and an MBA to a person's qualifications. D. applicants with "White-sounding" names were two times more likely to be called for interviews than applicants with "Hispanic-sounding" names.

B. having higher quality resumes did not increase the number of callbacks for Black applicants.

Glass walls are A. real barriers that prevent women and minorities people from entering staff instead of line positions. B. horizontal barriers that confine minorities and women to certain positions within organizations. C. barriers that prevent Whites and men from entering line instead of staff positions. D. vertical barriers that prevent people from progressing beyond a certain level in an organization.

B. horizontal barriers that confine minorities and women to certain positions within organizations.

In research involving matched pairs of Black and White applicant testers to investigate the effects of having a criminal record on job search outcomes, A. neither Black nor White applicants with criminal records were called back for interviews. B. the negative effect of having a criminal record on employment opportunities was 40% larger for Blacks than for Whites. C. Blacks with a criminal record received no callbacks. D. more than half of Whites with a criminal record were called back for interviews.

B. the negative effect of having a criminal record on employment opportunities was 40% larger for Blacks than for Whites.

"New racism" A. was demonstrated in research studies when unqualified Whites were chosen over qualified Blacks. B. describes beliefs that racism is a thing of the past and that Blacks have attained excessive, unfair gains through programs such as affirmative action. C. All of the above. D. occurs when those who do not demonstrate overt racism use excuses, such as business justifications, to discriminate. E. None of the above.

C. All of the above.

Regarding employment of Black women, A. Black women in the U.S. are less likely to work outside the home than women of any other racial or ethnic group. B. because of their "double-minority" status, Black women are preferred by employers when compared with White women and Black men. C. Black women who work for unionized firms earn more than Black women who work for non-unionized firms. D. Black women earn more than Black men.

C. Black women who work for unionized firms earn more than Black women who work for non-unionized firms.

Which of the following statements is not true about sexual harassment of Black women? A. Black (and other minority) women are especially likely to be subjected to racialized sexual harassment. B. Companies have tolerated sexual harassment in some of these cases. C. Early on Black women were likely to be overrepresented in cases of sexual harassment brought against organizations, but are not currently overrepresented. D. Racialized harassment of Black women is likely rooted in the sexual abuse and powerlessness Black women endured as slaves.

C. Early on Black women were likely to be overrepresented in cases of sexual harassment brought against organizations, but are not currently overrepresented.

In a study on employment and earnings of native and immigrant Blacks and Whites, Bucher found that A. African-born Blacks had higher educational levels than native-born Blacks. B. immigrants with less education had lower employment rates than native-born Blacks. C. Only A and B are true. D. native and immigrant Blacks had similar earnings.

C. Only A and B are true.

Harry Holzer's research investigating the relationships between firm size and employment hiring practices indicates that: A. large companies hire much smaller percentages of Black employees than small companies. B. larger firms are less likely to have formal hiring practices than smaller firms. C. small companies hire much smaller percentages of Black employees than larger companies do. D. small and large companies employ about the same percentages of Black employees.

C. small companies hire much smaller percentages of Black employees than larger companies do.

Which of the following statements about the education and earnings of Blacks/African Americans is true? A. Returns to investments in education are similar across racial and ethnic groups and for women and men. B. Black women have higher educational levels and earnings than Black men. C. Earnings and employment differences between Blacks and Whites are due to the lower educational attainment of Blacks. D. Different educational levels between Blacks and Whites do not completely explain the Black/White earnings gap.

D. Different educational levels between Blacks and Whites do not completely explain the Black/White earnings gap.

Regarding involuntary servitude in the United States: A. Africans were first sold in the United States around the time Christopher Columbus is credited with discovering America (1492). B. Involuntary servitude of Africans and Whites continued at the same rates through 1865. D. During the same time that Africans were first sold in the U.S., Whites were also held as indentured servants. E. All of the above.

D. During the same time that Africans were first sold in the U.S., Whites were also held as indentured servants.

Glass ceilings and glass walls are likely to be strengthened by all of the practices below except: A. Minimizing constructive feedback to women and minorities to avoid being seen as racist. B. Assigning less challenging work to minorities. C. Assigning minorities to minority neighborhoods and clients so they can establish better connections. D. Providing mentoring opportunities for women and minorities to take on positions involved with finance.

D. Providing mentoring opportunities for women and minorities to take on positions involved with finance.

In a study of car pricing, researchers found A. strong consumer advocacy has reduced bias in car pricing. B. White women were offered lower prices than all other groups. C. White men's initial offers were higher but final prices were lower than other testers. D. race and sex were related to initial offer prices and to the final prices offered testers. E. None of the above.

D. race and sex were related to initial offer prices and to the final prices offered testers.

Differences in Black/White accumulation of wealth are influenced by A. effects of discrimination which limits the ability of Blacks to acquire and thus pass on wealth. B. racial segregation of neighborhoods. C. disparities in mortgage loan approvals and rates for comparably credit-worthy Blacks and Whites. D. differences in inheritance. E. All of the above.

E. All of the above.

Access discrimination occurs when people are employed, but treated differently after employment.

False

Black women are less likely to be participating in the workforce than White women are.

False

Researchers estimate that about 35% of business establishments have no minority workers.

False

When access discrimination occurs, its targets are likely to be aware that it has occurred.

False

As Whites are more likely to be managers than Blacks, the similarity effect tends to advantage White employees.

True

Blacks who are high school graduates are about twice as likely to be unemployed as White high school graduates.

True

Lack of job autonomy and advancement at work have been associated with stress and high blood pressure for Blacks.

True

Legally sanctioned (or mandated) discrimination and segregation persisted for decades after the end of slavery.

True

On some military bases in the South, Black soldiers had to drink from separate water fountains for "colored" people while White soldiers and German prisoners of war drank from the fountains for Whites.

True

Underemployment can affect the quality of a person's future employment.

True

Access discrimination

When people are denied employment opportunities, or "access" to jobs, based on their race, sex, age, or other factors not related to productivity.

Glass ceiling

an invisible barrier that prevents women, minorities, and people with disabilities from advancing past a certain level in organizations.

Racial socialization

behaviors, communications, and interactions concerning their cultural heritage and the appropriate responses to racial hostility and discrimination that Black parents model and explain to Black children.

New racism

beliefs that racism no longer exists and that Blacks (or other racial groups) have attained excessive, unfair gains through programs such as affirmative action, resulting in discrimination when opportunity or rationale to do so arises.

Consumer racial profiling

differential treatment of consumers in the marketplace based on race/ethnicity that constitutes denial of or degradation in the products and/or services that are offered to the consumer.

Glass walls

invisible barriers that confine minorities and women to certain types of positions within organizations.

Discouraged workers

people have become so discouraged about the lack if employment opportunities that they have stopped looking for jobs and have dropped out of the workforce.

Underemployed, Underemployment

the employment of workers at less than their full potential, including those working part-time, temporary, or intermittent jobs but desiring regular full-time work, those working for lower wages than their skills would indicate or in positions requiring considerably lower skills than they possess, and those involuntarily working outside of their fields.

Statistical discrimination

using observable characteristics (e.g. race, sex, age) as proxies for information about the productivity of workers.

Racial profiling

using someone's demographic characteristics are used to single them out for scrutiny or differential treatment.

Treatment discrimination

when people are employed but are treated differently once employed, receiving fewer job-related rewards, resources, or opportunities than they should receive based on job-related criteria.