HRM 458 Exam 1 Practice Question
Set Complete With Verified Answers
\Q\.Equity - ANSWERS✔-Distributing resources to achieve fair outcomes.
\Q\.Equality - ANSWERS✔-Same inputs/resources for all.
\Q\.Inclusion climate - ANSWERS✔-Employees' felt acceptance, voice, and
authenticity.
\Q\.Belonging at work - ANSWERS✔-Feeling accepted, valued, and authentic at
work.
\Q\.Surface-level diversity vs deep-level diversity - ANSWERS✔-Visible traits vs.
values/attitudes.
\Q\.Intersectionality - ANSWERS✔-Interconnected social identities and
overlapping discrimination systems.
\Q\.Access discrimination - ANSWERS✔-Denying interview opportunities due to a
name perceived as "ethnic."
, \Q\.Treatment discrimination - ANSWERS✔-Manager gives fewer client leads to
equally qualified Latina analyst.
\Q\.Disparate treatment under Title VII - ANSWERS✔-Different treatment because
of protected class membership.
\Q\.Disparate impact under Title VII - ANSWERS✔-A neutral rule that creates
adverse effects on a protected group.
\Q\.Herring's research findings - ANSWERS✔-Greater race/gender diversity is
associated with increased sales, customers, market share, and profits.
\Q\.Holmes et al. (2020) findings - ANSWERS✔-Organizations should emphasize
inclusion climate to drive outcomes.
\Q\.English-only rule - ANSWERS✔-Most defensible when used for customer
interactions when safety/efficiency requires a common language.
\Q\.English-only at all times - ANSWERS✔-Most likely violates EEOC guidance.
\Q\.Codeswitching - ANSWERS✔-Mirroring dominant-group norms to be seen as
professional.
\Q\.Microaggressions - ANSWERS✔-Brief, everyday slights that can communicate
hostility toward marginalized groups.
Set Complete With Verified Answers
\Q\.Equity - ANSWERS✔-Distributing resources to achieve fair outcomes.
\Q\.Equality - ANSWERS✔-Same inputs/resources for all.
\Q\.Inclusion climate - ANSWERS✔-Employees' felt acceptance, voice, and
authenticity.
\Q\.Belonging at work - ANSWERS✔-Feeling accepted, valued, and authentic at
work.
\Q\.Surface-level diversity vs deep-level diversity - ANSWERS✔-Visible traits vs.
values/attitudes.
\Q\.Intersectionality - ANSWERS✔-Interconnected social identities and
overlapping discrimination systems.
\Q\.Access discrimination - ANSWERS✔-Denying interview opportunities due to a
name perceived as "ethnic."
, \Q\.Treatment discrimination - ANSWERS✔-Manager gives fewer client leads to
equally qualified Latina analyst.
\Q\.Disparate treatment under Title VII - ANSWERS✔-Different treatment because
of protected class membership.
\Q\.Disparate impact under Title VII - ANSWERS✔-A neutral rule that creates
adverse effects on a protected group.
\Q\.Herring's research findings - ANSWERS✔-Greater race/gender diversity is
associated with increased sales, customers, market share, and profits.
\Q\.Holmes et al. (2020) findings - ANSWERS✔-Organizations should emphasize
inclusion climate to drive outcomes.
\Q\.English-only rule - ANSWERS✔-Most defensible when used for customer
interactions when safety/efficiency requires a common language.
\Q\.English-only at all times - ANSWERS✔-Most likely violates EEOC guidance.
\Q\.Codeswitching - ANSWERS✔-Mirroring dominant-group norms to be seen as
professional.
\Q\.Microaggressions - ANSWERS✔-Brief, everyday slights that can communicate
hostility toward marginalized groups.
