Handout 2

Question 1

Levels of Diversity

Answer 1

Surface-level diversity
Deep-level diversity

Question 2

seeks to provide a conceptual framework that recognizes the complex diversity of a complex society while, at the same time, suggesting bridges of shared concern that bind culturally different persons to one another

Answer 2

multicultural perspective

Question 3

refers to the differences in easily perceived characteristics such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Answer 3

Surface-level diversity

Question 4

pertains to the differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Answer 4

Deep-level diversity

Question 5

to note a difference between things, which in itself isn’t necessarily bad.

Answer 5

discriminate

Question 6

Noticing one employee as more qualified is necessary for making good hiring decisions; noticing another is taking on leadership responsibilities exceptionally well is necessary for making strong promotion decisions.

Answer 6

discrimination

Question 7

judging someone based on his/her perception of the group to which s/he belongs.

Answer 7

Stereotyping

Question 8

the degree to which one internally agrees with the generally negative stereotyped perceptions of one’s group

Answer 8

Stereotype threat

Question 9

fear of being judged when identified with the negative connotations of that group

Answer 9

Stereotype threat

Question 10

serious implications of stereotype threat for the workplace

Answer 10

lower performance
lower satisfaction
negative job attitudes
decreased engagement
decreased motivation
higher absenteeism
more health issues
higher turnover intentions

Question 11

organizational changes to reduce stereotype threat

Answer 11

 increasing awareness of how stereotypes may be perpetuated;
 reducing differential and preferential treatment through objective assessments;
 banning stereotyped practices and messages;
 confronting even small, seemingly inoffensive remarks or attacks against minority groups; and
 adopting transparent practices that signal the value of all employees.

Question 12

Types of Workplace Discrimination

Answer 12

• Discriminatory policies or practices
• Sexual harassment
• Intimidation
• Mockery and insults
• Exclusion
• Incivility

Question 13

These are actions taken by representatives of the organization that
deny equal opportunity to perform or unequal rewards for performance

Answer 13

Discriminatory policies or practices

Question 14

unwanted sexual advances and other verbal or physical conduct of a
sexual nature that create a hostile or offensive work environment

Answer 14

Sexual harassment

Question 15

overt threat or bullying directed at members of specific groups of employees

Answer 15

Intimidation

Question 16

jokes or negative stereotypes; sometimes, the result of jokes are
taken too far

Answer 16

Mockery and insults

Question 17

exclusion of certain people from job opportunities, social events,
discussion, or informal mentoring, which may occur unintentionally.

Answer 17

Exclusion

Question 18

disrespectful treatment, including behaving aggressively, interrupting the other
person, or ignoring varying opinions

Answer 18

Incivility

Question 19

older workers may be a target for
layoffs because they are highly paid and have lucrative benefits.

Answer 19

Discriminatory policies or practices

Question 20

salespeople at one company went on
company-paid visits to strip clubs, brought strippers into the office to celebrate promotions, and fostered pervasive sexual rumors.

Answer 20

Sexual harassment

Question 21

an African-American employee at some companies has found nooses (ropes with loop at the end) hanging over their workstations.

Answer 21

Intimidation

Question 22

Arab Americans have been asked at work whether they were carrying bombs or were members of terrorist organizations.

Answer 22

Mockery and insults

Question 23

many women in finance claim they
are assigned to marginal job roles or are given light workloads that don’t lead to promotion

Answer 23

Exclusion

Question 24

female lawyers note that male
attorneys frequently cut them off or do not adequately address their comments during a trial.

Answer 24

Incivility

Question 25

personal characteristics such as age, gender, race, and length of tenure that are objective and easily obtained from personnel records.

Answer 25

Biographical characteristics

Question 26

surface-level characteristics

Answer 26

• Age
• Sex
• Race and ethnicity
• Disabilities

Question 27

Deep-level characteristics

Answer 27

• Religion
• Sexual orientation and gender identity
• Cultural identity

Question 28

This is likely to be an issue of increasing importance during the next decade for many reasons.
Stereotypes of older workers
as being behind the times, grumpy, and inflexible are changing.

Answer 28

Age

Question 29

Few issues initiate more debates, misconceptions, and unsupported opinions than whether
women perform as well on jobs as men do. In reality, few—if any—differences between men and
women affect job performance.

Answer 29

Sex

Question 30

Individuals may slightly favor
colleagues of their own race in performance evaluations, promotion decisions, and pay raises,
although such differences are not found consistently, especially when highly structured methods of
decision making are employed.

Answer 30

Race and ethnicity

Question 31

Workplace policies, both official and circumstantial, regarding individuals with physical
or mental disabilities, vary from country to country

Answer 31

disabilities

Question 32

Not only do religious and nonreligious people question each other’s belief systems, often people of different religious faiths conflict with one another. There are few—if any— countries in which religion is a non-issue in the workplace.

Answer 32

Religion

Question 33

describes a person’s inherent enduring
physical, romantic, and/or emotional attraction to another person

Answer 33

Sexual orientation

Question 34

refers to one’s internal and personal sense of being a man or a woman, which can be the same or different
from their sex assigned at birth.

Answer 34

gender identity

Question 35

People looked for work near familial
homes, and organizations established holidays, observances, practices, and customs that suited the
majority

Answer 35

cultural identity

Question 35

an individual’s current capacity to perform the various tasks of a job

Answer 35

ability

Question 36

two (2) sets of factors of overall abilities

Answer 36

• Intellectual abilities
• Physical abilities

Question 37

abilities needed to perform mental activities such as thinking,
reasoning, and problem-solving.

Answer 37

Intellectual abilities

Question 38

the capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.

Answer 38

Physical abilities

Question 39

an individual of minority status is much less likely to leave the organization if there is a feeling of inclusivity

Answer 39

positive diversity climate

Question 40

It can lead to increased sales,
suggesting there are organizational
performance gains associated with reducing racial and ethnic discrimination

Answer 40

positive diversity climate

Question 41

involves the active process and programs by which organization managers make everyone more
aware of and sensitive to the needs and differences of others.

Answer 41

Diversity management

Question 42

three (3) distinct components of effective, comprehensive workforce programs encouraging diversity

Answer 42

1. They teach managers about the
   legal framework for an equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics.
   2.
   They teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients.
2. They foster personal development practices that bring out the skills and abilities of all workers, acknowledging how differences in perspective can be a valuable way to improve performance for everyone.

Question 43

Effective approaches to managing cultural diversity at the workplace

Answer 43

• Define organizational values and
  policies.
• Adopt employee relationship
  management system.
• Develop a diversity management
  training program.
• Optimize cultural diversity training.
• Use language bank.