Diversity ,Inclusion & EEOL in Human resource management MCQs
Diversity ,Inclusion & EEOL in Human resource management MCQs
Answer these 30 Diversity ,Inclusion & EEOL in Human resource management MCQs and see how sharp is your knowledge of Diversity ,Inclusion & EEOL in Human resource management.
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1: According 4/5ths rule, a protected group’s selection ratio may not be _______ of the majority group’s ratio
A. less than 50%
B. less than 60%
C. less than 80%
D. None of these
2: A particular instance where a normally legally protected characteristic (such as age or gender) is an essential necessity of a job is known as
A. BFOQ
B. Software as a service (saas)
C. Storytelling with data
D. Two-step authentication
3: Class action lawsuit have similar claims sue as a group
A. True
B. False
4: such as mental and emotional stress suffered as a result of discrimination
A. Compensatory damages
B. Disparate impact
C. Disparate treatment
D. Equal employment opportunity commission
5: When employers use seemingly neutral criteria that have a discriminatory effect on a protected group this statement related to
A. Disparate impact
B. Disparate treatment
C. Diversity
D. Equal employment opportunity commission
6: Disparate treatment Treating _______ or employees differently because of their race, color, religion, sex, or national origin
A. different groups of applicants
B. Same groups of applicants
C. Specific groups of applicants
D. None of these
7: Real or perceived differences among people with respect to sex, race etc, and attributes that may affect their interactions with others is known as
A. Disparate impact
B. Disparate treatment
C. Diversity
D. Equal employment opportunity commission
8: EEOC stands for
A. Equal employment opportunity commission
B. Equal emergency operations center
C. Equal employment opportunity center
D. None of these
9: Which of the following statements is correct about Equitable relief ?
A. Payments made to a plaintiff to bring them back to the position they would have had if they were not discriminated against
B. job tasks or goals that every incumbent needs to perform
C. An independent federal agency that ensures compliance with the law and provides outreach activities designed to prevent discrimination
D. All of given
10: Essential functions is a Job tasks or goals that every incumbent needs to perform
A. True
B. False
11: Presidential orders that carry the force of law is known as
A. Executive orders
B. Essential functions
C. Disparate impact
D. Disparate treatment
12: Unwelcome behaviors based on sex, race, religion, national origin, and other protected characteristics is known as
A. Harassment
B. Sexual relation
C. Willingness
D. None of these
13: ________ Behavior that contributes to an environment a reasonable person would find offensive
A. Hostile work environment
B. Inclusive environment
C. Marginal functions
D. Original functions
14: Organizations or groups in which individuals, regardless of their background, are treated with dignity and respect is known as
A. Hostile work environment
B. Inclusive environment
C. Marginal functions
D. Original functions
15: Marginal functions is a Job tasks or goals that can be assigned to others
A. True
B. False
16: A division of the department of labor; monitors eeo compliance of federal contractors is know as
A. OFCCP
B. Inclusive environment
C. Marginal functions
D. Original functions
17: ______ is an excuse given for a decision that is not the real reason
A. OFCCP
B. Inclusive environment
C. Pretext
D. Original functions
18: Prima facie evidence is a
A. first glance evidence
B. preliminary evidence
C. Both a & b
D. None of these
19: _______ provided to employees to help them perform their jobs that is reasonable given a firm’s resources
A. Reverse discrimination
B. Reasonable accommodation
C. Retaliate
20: Reverse discrimination against ________ privileged groups such as white or male employees
A. Minority or historically
B. majority or cultural
C. majority or historically
D. None of these
21: Sexual harassment Unwanted advances and other harassment that is sexual in nature
A. True
B. False
22: The theory that individuals prefer others who are similar to them.This theory is known as
A. Similarity-attraction hypothesis
B. Stereotypes
C. Unconscious bias
D. None of these
23: Stereotypes is an Overly simplified and generalized assumptions about a ________ that may not reflect reality
A. particular group
B. Specific group
C. same group
D. Both a & b
24: Unconscious bias is also known as
A. implicit bias
B. Cultural bias
C. In-group bias
D. Decline bias
25: The Uniform Guidelines on Employee Selection Procedures accept two ways of measuring validity: content and construct.
A. True
B. False
26: Selected candidates who are ______ may experience a sense of alienation and isolation once they are employed.
A. overqualified relative to coworkers
B. entry level
C. slow learners
D. different from the majority
27: Which is/are simplified and generalized assumptions about a particular group that may be implicit or explicit?
A. discrimination
B. racism
C. stereotypes
D. biases
28: What is the first step applicants/employees must take if they are experiencing discrimination in hiring or in the workplace?
A. file a complaint with the EEOC
B. file a lawsuit
C. claim a bona fide occupational qualification
D. gather evidence of disparate (adverse) impact
29: Which type of claim involves statistical analyses showing that the selection criterion or employment policy has a differential effect on different groups?
A. disparate treatment
B. disparate impact
C. fault line
D. discrimination
30: Which damages refer to providing financial relief to the complainant for damages experienced, such as mental and emotional stress suffered because of discrimination?
A. compensatory damages
B. unexpected benefits damages
C. punitive damages
D. equitable relief
31: Which damages are awarded if it is demonstrated that the company has engaged in reckless discrimination and failed to act in good faith?
A. compensatory damages
B. unexpected benefits damages
C. punitive damages
D. equitable relief
32: The Uniform Guidelines on Employee Selection Procedures outline how selection systems can be designed to comply with ______.
A. EEOC laws
B. physical agility requirements
C. BFOQ
D. the χ2 test
33: Harassment is defined as ______ behaviors.
A. sexual
B. hostile
C. offensive
D. unwelcome
34: ______ harassment occurs when employment decisions are contingent upon sexual favors.
A. Quid pro quo
B. Hostile work environment
C. Protected class
D. Title VII
35: A common reason for pregnancy discrimination claims is when an employer refuses to ______.
A. see pregnancy as an off-the-job injury
B. provide accommodations
C. allow pregnant employees to lift heavy objects
D. give new mothers break time to pump breast milk
36: Which law prohibits businesses from making assumptions about pregnant workers regarding their physical limitations, or their ability to withstand particular work conditions?
A. Family Medical Act
B. Title VII of the Civil Rights Act
C. Pregnancy Discrimination Act
D. Americans with Disabilities Act
37: If an illness does not affect ______, it is not considered a disability eligible for Americans with Disabilities Act protection.
A. mental health
B. well-being
C. physical health
D. major life activities
38: Which plans aim specifically to increase hiring and labor participation of groups that suffered from past discrimination?
A. Diversity and Inclusion Plans
B. Affirmative Action Plans
C. Employee Assistance Plans
D. Participative Leadership Plans
39: When it comes to diverse work groups, diversity’s potential is unlocked when it is accompanied by ______.
A. Inclusion
B. Promotions
C. Executive action
D. Role play exercises
Diversity ,Inclusion & EEOL in Human resource management MCQs
