Managing Diversity Test 1
(2026-2027)
Complete Questions and Answers(Verified) |
Updated | Grade A+
,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.
Diversity Real or perceived differences among people in race, ethnicity, sex, age, physical
and mental ability, sexual orientation, religion, work and family status, weight and
appearance, and other identity-based attributes that affect their interactions and
relationships.
Diversity Climate Individual-, intergroup-, and organizational-level factors that comprise the
atmosphere for different groups and of support for or resistance to diversity in an
organization
Ethnicity A shared national origin or a shared cultural heritage
Gender and Race Socially constructed concepts that denote boundaries between the powerful and
less powerful
Identity Group (Social Groups) * The collectivities people use to categorize themselves and others.
* People belong to multiple groups that at times have different levels of salience
* Often readily apparent to others, strong sources of personal meaning, and related
to historical disparities among groups in treatment, opportunities, and outcomes.
Inclusion The degree to which the different voices of a diverse workforce are respected and
heard.
Labor Force All the persons age 16 and over working or looking for work.
Labor Market Discrimination The valuation in the labor market of personal characteristics of applicants and
workers that are unrelated to productivity.
Participation Rate The ratio of persons age 16 and over who are working or looking for work divided by
the population of persons age 16 and over.
Primary Labor Market Jobs in large, bureaucratic organizations that have opportunities for advancement
and include lucrative retirement, medical, and vacation benefits.
Secondary Labor Market Low skilled and low pay jobs, often in the service sector, that offer few or no
opportunities for advancement, nor medical, retirement, or vacation benefits.
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.
Underemployed Workers employed at less than their full employment 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 imply or in positions requiring
considerably lower skills than they possess; and those involuntarily working outside
their fields.
,Demographic Trends in US * White men and women are a majority of the workforce
* More diverse in comparison to other centuries
* Women have more college degrees
* Young workers are more diverse
Benefits of Diversity * Seeing the perspective of others
* Meaningful interactions
* Work effectively with diverse environments
Negatives of Diversity Dysfunctional communication processes between different group members,
discrimination, harassment, perceptions that nontraditional workers are unqualified,
and lowered attachment, commitment, and satisfaction
How to Leverage Diversity * Improve the overall climate
* Have a diversity program
3 Diversity Paradigms 1. The Discrimination and Fairness Paradigm
2. The Access and Legitimacy Paradigm
3. The Learning and Effectiveness Paradigm
The Discrimination and Fairness Paradigm * Most dominant way of understanding diversity
* Equal opportunity, fair treatment, Equal Employment Opportunity Requirement
* Equal treatment, due process, follow the laws, diversified staff but not diversified
work, track numbers, color blind, gender blind, assimilation
The Access and Legitimacy Paradigm * Acceptance and celebration of differences
* New professional and managerial opportunities for women and people of color
* Demographic diversity
* Access to diverse markets, lack of knowledge integration, fewer opportunities for
minorities
The Learning and Effectiveness Paradigm * Integration
* Removing barriers
* Organizational trust
* Incorporate employee perspectives into main work and enhance work by
redefining markets, products, strategies, missions, etc.
Weaknesses of the first 2 Paradigms * They have been used most to date
* Color blind/gender blind
* Immediate and crisis oriented needs
Strengths of the 3rd Paradigm * It connects diversity to work
* Integration
Negative Consequences of Increased Diversity * Dysfunctional communication processes
* Harassment
* Perceptions that non-traditional workers are unqualified
* Lowered attachment, commitment, and satisfaction
According to Cox and Blake, valuing diversity can benefit * Reducing cost of turnover, lost productivity, and recruitment due to inadequate
organizations in which of the following areas? integration of workers.
* Acquiring talents from various groups and increasing labor market
competitiveness.
* Enhancing the ability to market to different types of consumer.
* More creativity due to different backgrounds and knowledge bases of a diverse
workforce.
Diversity is beneficial only to women and minorities False
, Individual benefits of working and learning in diverse * Being able to take the perspective of others.
environments documented by researchers include * Higher grades for students.
* Seeing diversity as dividing people.
* Greater attachment to members of one's own groups.
Education levels, employment levels, and income levels * Education levels affect whether and where people are employed, their income
provide information on the status of different groups levels, and their opportunities for and actual advancement
because * Some differences in employment levels between groups are not completely
explained by differences in education levels
* Comparisons may be made between racial and ethnic groups and between men
and women to determine the education to income relationship for each group
Which of the following statements accurately describes Initially, the homogeneous groups outperformed the diverse groups, but by the end
research on the performance of diverse groups compared of the semester, the diverse groups outperformed the homogeneous groups.
with homogeneous groups?
What demographic and employment changes have The current workforce is more diverse than it was in the past, but Whites remain the
happened as the year 2020 is approaching? largest numerical group.
Thomas and Ely (1996) argued that organizations should False
be color-blind and gender-blind in order to effectively
manage diversity.
Ambivalent Sexism The simultaneous holding of both hostile and "benevolent" sexist beliefs about
women; for example, "women are incompetent at work" and "women must be
protected."
Aversive Racism * The holding (ostensibly adhere) of egalitarian values and beliefs that one is
unprejudiced but still processing negative feelings and beliefs about racial issues
and minority group members
* They make efforts to identify and change their true beliefs more difficult
* May be more difficult to identify and change than traditional racisim
Benevolent Sexism A set of interrelated attitudes toward women that are sexist while they are perceived
as positive by the attitude holder.
Descriptive Stereotyping Perceptions about how people do or will behave, based on their group
memberships.
Discrimination Differential and pejorative actions that serve to limit the social, political, and
economic opportunities of members of particular groups.
Egalitarian One who believes in human equality, particularly regarding social, political, and
economic rights and privileges.
Fundamental Attribution Error The tendency to underestimate the influence of external factors (e.g., situations or
circumstances) and overestimate the influence of internal factors (e.g., personal
qualities) when evaluating the behavior of out-group members.
Hostile Sexism Antipathy toward women based on faulty and inflexible generations (negative
stereotypes).
Internalized Racism The acceptance and belief by members of devalued races in negative messages
about their own abilities and intrinsic worth and those of others of the same race.
(2026-2027)
Complete Questions and Answers(Verified) |
Updated | Grade A+
,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.
Diversity Real or perceived differences among people in race, ethnicity, sex, age, physical
and mental ability, sexual orientation, religion, work and family status, weight and
appearance, and other identity-based attributes that affect their interactions and
relationships.
Diversity Climate Individual-, intergroup-, and organizational-level factors that comprise the
atmosphere for different groups and of support for or resistance to diversity in an
organization
Ethnicity A shared national origin or a shared cultural heritage
Gender and Race Socially constructed concepts that denote boundaries between the powerful and
less powerful
Identity Group (Social Groups) * The collectivities people use to categorize themselves and others.
* People belong to multiple groups that at times have different levels of salience
* Often readily apparent to others, strong sources of personal meaning, and related
to historical disparities among groups in treatment, opportunities, and outcomes.
Inclusion The degree to which the different voices of a diverse workforce are respected and
heard.
Labor Force All the persons age 16 and over working or looking for work.
Labor Market Discrimination The valuation in the labor market of personal characteristics of applicants and
workers that are unrelated to productivity.
Participation Rate The ratio of persons age 16 and over who are working or looking for work divided by
the population of persons age 16 and over.
Primary Labor Market Jobs in large, bureaucratic organizations that have opportunities for advancement
and include lucrative retirement, medical, and vacation benefits.
Secondary Labor Market Low skilled and low pay jobs, often in the service sector, that offer few or no
opportunities for advancement, nor medical, retirement, or vacation benefits.
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.
Underemployed Workers employed at less than their full employment 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 imply or in positions requiring
considerably lower skills than they possess; and those involuntarily working outside
their fields.
,Demographic Trends in US * White men and women are a majority of the workforce
* More diverse in comparison to other centuries
* Women have more college degrees
* Young workers are more diverse
Benefits of Diversity * Seeing the perspective of others
* Meaningful interactions
* Work effectively with diverse environments
Negatives of Diversity Dysfunctional communication processes between different group members,
discrimination, harassment, perceptions that nontraditional workers are unqualified,
and lowered attachment, commitment, and satisfaction
How to Leverage Diversity * Improve the overall climate
* Have a diversity program
3 Diversity Paradigms 1. The Discrimination and Fairness Paradigm
2. The Access and Legitimacy Paradigm
3. The Learning and Effectiveness Paradigm
The Discrimination and Fairness Paradigm * Most dominant way of understanding diversity
* Equal opportunity, fair treatment, Equal Employment Opportunity Requirement
* Equal treatment, due process, follow the laws, diversified staff but not diversified
work, track numbers, color blind, gender blind, assimilation
The Access and Legitimacy Paradigm * Acceptance and celebration of differences
* New professional and managerial opportunities for women and people of color
* Demographic diversity
* Access to diverse markets, lack of knowledge integration, fewer opportunities for
minorities
The Learning and Effectiveness Paradigm * Integration
* Removing barriers
* Organizational trust
* Incorporate employee perspectives into main work and enhance work by
redefining markets, products, strategies, missions, etc.
Weaknesses of the first 2 Paradigms * They have been used most to date
* Color blind/gender blind
* Immediate and crisis oriented needs
Strengths of the 3rd Paradigm * It connects diversity to work
* Integration
Negative Consequences of Increased Diversity * Dysfunctional communication processes
* Harassment
* Perceptions that non-traditional workers are unqualified
* Lowered attachment, commitment, and satisfaction
According to Cox and Blake, valuing diversity can benefit * Reducing cost of turnover, lost productivity, and recruitment due to inadequate
organizations in which of the following areas? integration of workers.
* Acquiring talents from various groups and increasing labor market
competitiveness.
* Enhancing the ability to market to different types of consumer.
* More creativity due to different backgrounds and knowledge bases of a diverse
workforce.
Diversity is beneficial only to women and minorities False
, Individual benefits of working and learning in diverse * Being able to take the perspective of others.
environments documented by researchers include * Higher grades for students.
* Seeing diversity as dividing people.
* Greater attachment to members of one's own groups.
Education levels, employment levels, and income levels * Education levels affect whether and where people are employed, their income
provide information on the status of different groups levels, and their opportunities for and actual advancement
because * Some differences in employment levels between groups are not completely
explained by differences in education levels
* Comparisons may be made between racial and ethnic groups and between men
and women to determine the education to income relationship for each group
Which of the following statements accurately describes Initially, the homogeneous groups outperformed the diverse groups, but by the end
research on the performance of diverse groups compared of the semester, the diverse groups outperformed the homogeneous groups.
with homogeneous groups?
What demographic and employment changes have The current workforce is more diverse than it was in the past, but Whites remain the
happened as the year 2020 is approaching? largest numerical group.
Thomas and Ely (1996) argued that organizations should False
be color-blind and gender-blind in order to effectively
manage diversity.
Ambivalent Sexism The simultaneous holding of both hostile and "benevolent" sexist beliefs about
women; for example, "women are incompetent at work" and "women must be
protected."
Aversive Racism * The holding (ostensibly adhere) of egalitarian values and beliefs that one is
unprejudiced but still processing negative feelings and beliefs about racial issues
and minority group members
* They make efforts to identify and change their true beliefs more difficult
* May be more difficult to identify and change than traditional racisim
Benevolent Sexism A set of interrelated attitudes toward women that are sexist while they are perceived
as positive by the attitude holder.
Descriptive Stereotyping Perceptions about how people do or will behave, based on their group
memberships.
Discrimination Differential and pejorative actions that serve to limit the social, political, and
economic opportunities of members of particular groups.
Egalitarian One who believes in human equality, particularly regarding social, political, and
economic rights and privileges.
Fundamental Attribution Error The tendency to underestimate the influence of external factors (e.g., situations or
circumstances) and overestimate the influence of internal factors (e.g., personal
qualities) when evaluating the behavior of out-group members.
Hostile Sexism Antipathy toward women based on faulty and inflexible generations (negative
stereotypes).
Internalized Racism The acceptance and belief by members of devalued races in negative messages
about their own abilities and intrinsic worth and those of others of the same race.
