WGU C202 (MANAGING HUMAN
CAPITAL - CHAPTER 3) EXAM
WITH CORRECT ANSWERS 2025
Unfair discrimination ( correct answers ) when
employment decisions and actions are not job-related, objective, or merit
based
Affirmative action( correct answers ) proactive efforts to eliminate
discrimination and its past effects.
The goal of affirmative action is to provide employment opportunities
to protected classes, or groups underrepresented in employment—
particularly blacks, Native Americans, Asian Americans, Hispanic
Americans, and women.
Affirmative action is also required for handicapped persons, disabled
veterans, and Vietnam War veterans. Although Executive Order 11246
requires federal contractors to set goals for hiring minorities and females,
there are no laws requiring goals for hiring other protected classes.
protected classes ( correct answers ) groups underrepresented in
employment
affirmative action plan ( correct answers ) describes in detail the
actions to be taken, procedures to be followed, and standards to be
met when establishing an affirmative action program
Preferential treatment ( correct answers )
employment preference given to a member of a protected group
independent contractor ( correct answers ) an individual or business
that provides services to another individual or business that controls or
directs only the result of the work
Sexual harassment ( correct answers ) unwelcome sexual advances,
requests for favors, and other verbal or physical conduct of a sexual
nature
quid pro quo harassment ( correct answers ) unwanted verbal or
physical conduct of a sexual nature made as a term or condition of
employment or as a basis for employment and/or advancement decisions
GRADED
A+
, hostile environment harassment ( correct answers )
unwanted verbal or physical conduct of a sexual nature creates a hostile,
intimidating, or otherwise offensive working environment
Disparate treatment ( correct answers )
intentional discrimination based on a person's protected characteristic
Adverse impact ( correct answers ) an employment practice has a
disproportionate effect on a protected group, regardless of its intent
Fair discrimination ( correct answers ) when only objective, merit-
based, and job- related characteristics are used to determine
employment-related decisions
race norming ( correct answers ) comparing an applicant's scores only to
members of his or her own racial subgroup and setting separate passing or
cutoff scores for each subgroup
Fraudulent recruitment ( correct answers ) misrepresenting the job or
organization to a recruit
Negligent hiring ( correct answers ) a company is considered responsible
for the damaging actions of its employees if it failed to exercise
reasonable care in hiring the employee who caused the harm
stereotype ( correct answers ) believing that everyone in a particular
group shares certain characteristics or abilities or will behave in the same
way
Unlawful employment practices ( correct answers )
violations of federal, state, or local
employment laws
Equal employment opportunity ( correct answers ) a
firm's employment practices must be designed and used in a manner
that treats employees and applicants consistently regardless of their
protected characteristics, such as their sex and race
Inclusion ( correct answers ) everyone feels respected and listened to, and
everyone contributes to his or her fullest potential
Common law ( correct answers ) the body of case-by-case court
decisions that determines what is legal and what remedies are
appropriate
workplace tort ( correct answers ) a civil wrong in which an employer
violates a duty owed to its customers or employees
bona fide occupational qualification ( correct answers ) characteristic that is
GRADED
essential to the
A+
CAPITAL - CHAPTER 3) EXAM
WITH CORRECT ANSWERS 2025
Unfair discrimination ( correct answers ) when
employment decisions and actions are not job-related, objective, or merit
based
Affirmative action( correct answers ) proactive efforts to eliminate
discrimination and its past effects.
The goal of affirmative action is to provide employment opportunities
to protected classes, or groups underrepresented in employment—
particularly blacks, Native Americans, Asian Americans, Hispanic
Americans, and women.
Affirmative action is also required for handicapped persons, disabled
veterans, and Vietnam War veterans. Although Executive Order 11246
requires federal contractors to set goals for hiring minorities and females,
there are no laws requiring goals for hiring other protected classes.
protected classes ( correct answers ) groups underrepresented in
employment
affirmative action plan ( correct answers ) describes in detail the
actions to be taken, procedures to be followed, and standards to be
met when establishing an affirmative action program
Preferential treatment ( correct answers )
employment preference given to a member of a protected group
independent contractor ( correct answers ) an individual or business
that provides services to another individual or business that controls or
directs only the result of the work
Sexual harassment ( correct answers ) unwelcome sexual advances,
requests for favors, and other verbal or physical conduct of a sexual
nature
quid pro quo harassment ( correct answers ) unwanted verbal or
physical conduct of a sexual nature made as a term or condition of
employment or as a basis for employment and/or advancement decisions
GRADED
A+
, hostile environment harassment ( correct answers )
unwanted verbal or physical conduct of a sexual nature creates a hostile,
intimidating, or otherwise offensive working environment
Disparate treatment ( correct answers )
intentional discrimination based on a person's protected characteristic
Adverse impact ( correct answers ) an employment practice has a
disproportionate effect on a protected group, regardless of its intent
Fair discrimination ( correct answers ) when only objective, merit-
based, and job- related characteristics are used to determine
employment-related decisions
race norming ( correct answers ) comparing an applicant's scores only to
members of his or her own racial subgroup and setting separate passing or
cutoff scores for each subgroup
Fraudulent recruitment ( correct answers ) misrepresenting the job or
organization to a recruit
Negligent hiring ( correct answers ) a company is considered responsible
for the damaging actions of its employees if it failed to exercise
reasonable care in hiring the employee who caused the harm
stereotype ( correct answers ) believing that everyone in a particular
group shares certain characteristics or abilities or will behave in the same
way
Unlawful employment practices ( correct answers )
violations of federal, state, or local
employment laws
Equal employment opportunity ( correct answers ) a
firm's employment practices must be designed and used in a manner
that treats employees and applicants consistently regardless of their
protected characteristics, such as their sex and race
Inclusion ( correct answers ) everyone feels respected and listened to, and
everyone contributes to his or her fullest potential
Common law ( correct answers ) the body of case-by-case court
decisions that determines what is legal and what remedies are
appropriate
workplace tort ( correct answers ) a civil wrong in which an employer
violates a duty owed to its customers or employees
bona fide occupational qualification ( correct answers ) characteristic that is
GRADED
essential to the
A+
