Chapter 2: Equal Opportunity and the Law

Chapter 2: Equal Opportunity and the Law Multiple Choice 1. Every time you advertise a job opening, interview, test or select a candidate or appraise an employee, you should be aware of: a. equal employment opportunity law b. anti-discrimination law c. criminal law d. both a and b e. both a and c (d moderate! #he $$$$$ %mendment to the &' (onstitution states, )no person shall be deprived of life, liberty, or property, without due process of the law.* a. +irst b. +ifth c. #enth d. #hirteenth e. +ourteenth (b moderate! #he $$$$$ %mendment to the &' (onstitution ma-es it illegal for any state to )ma-e or enforce any law which shall abridge the privileges and immunities of citi.ens of the &nited 'tates.* a. +irst b. +ifth c. #enth d. #hirteenth e. +ourteenth (e moderate! 0hich %mendment to the &' (onstitution is generally viewed as barring discrimination based on se1, national origin, or race2 a. +irst b. +ifth c. #enth d. #hirteenth e. +ourteenth (e moderate! 4n the &', #itle 544 of the (ivil 6ights %ct prohibits discrimination based on all of the following characteristics e1cept $$$$$. a. race b. se1ual orientation c. color d. religion e. national origin (b moderate!

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4n the &', the $$$$$ made it unlawful to discriminate in pay on the basis of se1 when jobs involve equal wor-, require equivalent s-ills, effort, and responsibility, and are performed under similar wor-ing conditions. a. #itle 544 b. Equal 9ay %ct c. E1ecutive :rder (&' 9resident! d. %ge ;iscrimination in Employment %ct e. 1,th %mendment to the &' (onstitution (b moderate! 0hich of the following factors is not an acceptable basis for different pay for equal wor- under the &' Equal 9ay %ct2 a. gender b. seniority system c. merit pay system d. quality of production e. all are unacceptable factors (a moderate! #he &' EE:( guidelines define se1ual harassment as: a. unwelcome se1ual advances b. requests for se1ual favors c. verbal se1ual conduct d. physical se1ual conduct e. all the above (e moderate! 4n the &', when is se1ual harassment a violation of se1 harassment law2 a. when such conduct has the purpose or effect of substantially interfering with a person>s wor- performance b. when such conduct has the purpose or effect of creating an intimidating, hostile, or offensive wor- environment c. when a crime of violence is motivated by gender d. both a and b e. all of the above (d moderate! 4n the &', $$$$$ e1ists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group. a. ;isparate treatment b. ;isparate impact c. &nintentional discrimination d. %dverse impact e. 9rima facie (a easy!

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Chapter 2: Equal Opportunity and the Law

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4n the &', $$$$$ refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion. a. disparate treatment b. disparate impact c. unintentional discrimination d. adverse impact e. prima facie (d easy! 4n the &', employers primarily use bona fide occupational qualification (@+:A! as a defense against charges of discrimination based on $$$$$. a. race b. se1ual orientation c. age d. gender e. all of the above (c easy! 4n the &', religion may be used as a @+:A if $$$$$. a. a religious organi.ation requires employees to share its religion b. an employer does not want to honor an employee>s religious holidays c. hiring a person to teach in a nondenominational school d. all of the above e. none of the above (a moderate! 0hich of the following characteristics could serve as a @+:A depending on the nature of the job requirements2 a. age b. gender c. national origin d. religion e. all of the above (e easy! :rgani.ations can measure diversity by using $$$$$. a. equal employment hiring metrics b. employee attitude surveys c. management and employee evaluations d. focus groups e. all of the above (e moderate! ;iversity management includes the following step(s!: a. provide strong leadership b. assess the situation c. provide diversity training d. a and b e. a, b and c (e moderate! "1

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4n providing strong leadership in diversity management, the (E: of a company must a. ta-e a personal interest b. become the role model c. tal- to every wor-er d. a and b e. a, b and c (d moderate ! 4n a company, the tools to measuring diversity include the following: a. equal employment hiring and retention metrics b. employee attitude survey c. employee evaluation d. a and b e. a, b and c (e moderate! #he objectives of diversity training include the following: a. ma-e employees aware of value differences b. build self esteem of the different ethnic groups c. create a friendly atmosphere in the company d. a and b e. a, b and c (e moderate! 4n %ustralia, employees are protected against discrimination at the wor-place by laws at the: a. federal level b. state level c. company level d. a and b e. all of the above (d moderate! 4n %ustralia, employees who have been discriminated against by an employer may complain to the: a. Buman 6ights and Equal :pportunity (ommission b. Cinistry of Dabor c. 9rime Cinister d. 9arliament e. %ll of the above (a easy! 4n Bong Eong, the 'e1 ;iscrimination :rdinance covers the following: a. wor- situation b. non-wor- situation c. special situation d. a and b e. a, b and c (d easy!

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Chapter 2: Equal Opportunity and the Law

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4n Bong Eong, the Equal :pportunities (ommission provides employers with a code of practice on: a. job advertisements b. job titles c. compensation d. promotion e. all of the above (e moderate! 4n 4ndonesia, under the employment law, pregnant women have the following rights: a. they cannot be dismissed b. they can return to their job after maternity leave c. they can have si1 months of maternity leave d. a and b e. a, b and c (d moderate! 4n Gapan, the Dabor 'tandards Daw prohibits the following: a. discrimination based on nationality b. discrimination based on creed c. discrimination based on social status d. a and b e. a, b and c (e easy! 4n 'ingapore, the (ode of 6esponsible Employment 9ractices encourages selfregulation on the part of employers in: a. recruitment b. selection c. appraisal d. training e. all of the above (e easy! 4n 'ingapore, the (ode of 6esponsible Employment 9ractices recommends that employers should not discriminate employees based on: a. race b. religion c. age d. gender e. all of the above (e easy!

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4n 'ingapore, the (ode of 6esponsible Employment 9ractices is recommended by: a. 'ingapore Hational Employers +ederation b. 'ingapore @usiness +ederation c. Hational #rades &nion (ongress d. #he government e. a, b, and c (e moderate! (andidates for employment should be selected based on the following: a. merit b. e1perience c. capability d. a and b e. a, b, and c (e easy! 'election criteria should be consistently applied to the following aspect(s! of employment: a. recruitment b. training c. appraisal d. a and b e. a, b, and c (e easy! 4n 'outh Eorea, the Dabor 'tandards %ct prohibits employers from discrimination against wor-ers by: a. gender b. nationality c. religion d. social status e. all of the above (e easy! 4n 'outh Eorea, under the %ged Employment 9romotion %ct, it is recommended that companies with over ,?? wor-ers should have a minimum $$$$ percent of their wor-ers in the above-33 age group. a. #hree b. +ive c. #en d. +ifteen e. #wenty (a moderate!

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Chapter 2: Equal Opportunity and the Law

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4n Calaysia, under the (ode of 9ractice for the 9revention and Bandling of 'e1ual Barassment at the 0or-place, the Cinistry of Canpower has: a. special division to deal with harassment cases b. the power to jail any person accused of se1ual harassment c. the power to fine any person accused of se1ual harassment d. the power to compensate the victim of se1ual harassment e. all of the above (a easy! 4n #hailand, under the Dabor 9rotection %ct, women may: a. sue employers for passing se1ist remar-s b. sue colleagues for passing se1ist remar-s c. see- compensation from the government d. a and b e. none of the above (d easy!

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True/ False ,3. ,8. Canagers in non-&.'. companies must be aware of equal employment opportunity laws in the &' and in countries where they do business. (# easy! &.'. citi.ens wor-ing overseas for &.'. companies do not have the same equal employment opportunity protection as those wor-ing within &.'. borders. (+ easy! 4n the &.'., equal employment opportunity laws were only introduced a few years ago. (+ easy! Canaging diversity means ma1imi.ing diversity>s potential advantages while minimi.ing the potential barriers that can undermine the functioning of a diverse wor-force. (# easy! Equal employment opportunity practices have become necessary because of legal requirements. (# easy! Equal employment opportunity practices have become necessary because of globali.ation. (# moderate! Equal employment opportunity practices have become necessary because of changes in wor-force demographics. (# moderate! 4n most countries, the wor-force consists of people from different ethnic origins. (# moderate! Ilobal companies actively recruit and maintain a diverse wor-force to tap the talents from different ethnic groups (# moderate! Canaging diversity implies that companies are e1ploiting wor-ers from different ethnic groups (+ difficult!

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Canaging diversity involves only compulsory management action. (+ moderate! Canaging diversity involves only voluntary management action. (+ moderate! Canaging diversity involves both compulsory and voluntary management action. (# moderate! Canaging diversity involves more than just employing wor-ers of different ethnic origins. (# difficult! 4n most countries, there are laws to prevent discrimination at the wor-place (# easy! ;iversity management training should include inter-group conflict management s-ills. (# moderate! 4n diversity management practices, supervisors must be trained to deal with inter-group conflict. (# moderate! #raining foreign wor-ers in their own language will help them to be more sensitive to ethnic differences. (#, difficult! #eaching foreign wor-ers how to spea- English will help them to be more sensitive to other cultures. (# difficult! Baving employees from different bac-grounds helps the company to understand different customer preferences. (# moderate! Baving employees from different ethnic groups helps the company to project a multi-cultural image. (# moderate! 4t is e1pensive to maintain a multi-cultural wor-force. (+ moderate! 0or-place diversity ma-es strategic sense. (# easy! Equal employment opportunity is the same as affirmative action. (+ moderate! Equal employment opportunity means giving every person an equal chance to get a job. (# easy! #he objective of affirmative action is to eliminate past effects of past discrimination. (# moderate! %ffirmative action implies giving privileges to some protected groups. (# difficult! Canaging diversity is voluntary. (# moderate! %ffirmative action programs are mandatory. (# moderate!

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Chapter 2: Equal Opportunity and the Law

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4n %ustralia, there are laws to ensure that only %ustralians are not discriminated against in the wor-place. (+ easy! 4n %ustralia, employees who have been discriminated against by an employer may complain to the Buman 6ights and Equal :pportunity (ommission. (# easy! 4n %ustralia, non-%ustralian employees are not protected against discrimination. (+ difficult! 4n Bong Eong, advertisements that specify gender or marital status are barred. (# moderate! 4n Bong Eong, the 'e1 ;iscrimination :rdinance deals only with discrimination based on the grounds of se1. (+ moderate! 4n Bong Eong, the 'e1 ;iscrimination :rdinance deals with discrimination based on the grounds of se1, marital status and pregnancy. (# moderate! 4n Bong Eong, the 'e1 ;iscrimination :rdinance covers only wor- situations. (+ moderate! 4n Bong Eong, it is illegal to have different titles for men and women doing the same wor-. (# moderate! 4n Bong Eong, the +amily 'tatus :rdinance protects persons who are responsible for ta-ing care of their family members. (# moderate! 4n Bong Eong, the Equal Employment (ommission has to power to investigate non-compliance with the law. (# easy! 4n 4ndonesia, there are no anti-discrimination laws for female employees. (# easy! 4n 4ndonesia, as there are no anti-discrimination laws, employers may dismiss pregnant wor-ers. (+ moderate! 4n Gapan, the Equal Employment :pportunity Daw provides equality in opportunities concerning recruitment, payment, promotion and training between male and female wor-ers. (# easy! 4n Gapan, the Dabor 'tandards Daw prohibits only discrimination in wages and wor- hours. (+ moderate! 'ingapore is a multi-racial, multi-religious and multi-cultural society. (# easy! 4n 'ingapore, the (ode of 6esponsible Employment 9ractices helps employers to promote responsible employment practices. (# easy! 4n 'ingapore, the (ode of 6esponsible Employment 9ractices is issued by the government. (+ moderate! "<

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4n 'ingapore, employers may be jailed for not complying with the (ode of 6esponsible Employment 9ractices. (+ difficult! 4n 'ingapore, wor-ers may sue their employers under the (ode of 6esponsible Employment 9ractices. (+ difficult! 4n 'outh Eorea, under the %ged Employment 9romotion %ct, all companies must employ some wor-ers in the above-33 age group. (+ moderate! 4n 'outh Eorea, under the Employment 9romotion %ct for the Bandicapped, all companies must employ some handicapped wor-ers. (+ moderate! 4n 'outh Eorea, the Dabor 'tandard %ct prohibits employers from discrimination against wor-ers by gender, nationality, religion or social status. (# easy! 4n Calaysia, the (ode of 9ractice for the 9revention and Bandling of 'e1ual Barassment at the 0or-place provides a mechanism for redress. (# moderate! 4n Calaysia, the Cinistry of Buman 6esources has a special division to handle se1ual harassment cases. (# moderate! 4n Calaysia, the government encourages trade unions to include se1ual harassment clauses in the collective agreements. (# easy! 4n #hailand, women are protected under the Dabor 9rotection Daw. (# moderate! 4n #hailand, women wor-ers may sue their colleagues for ma-ing se1ist remar-s at the wor-place. (# moderate! 4n order to attract the best candidates, employers should adopt nondiscriminatory B6 practices. (# easy! Employers should apply non-discriminatory criteria only for some aspects of employment. (+ easy!. (riteria and terms of employment should be made -nown to all employees. (# moderate! #here are business situations where a person>s race may be a requirement for the job. (# difficult! #here are business situations where a person>s national origin may be a requirement for the job. (# difficult!

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Chapter 2: Equal Opportunity and the Law

Essay/ Short Answer 78. 0hat are the five sets of voluntary organi.ational activities that support the success of a diversity management program2 (moderate! %nswer: #he activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program. 7<. 'everal %sian countries have introduced anti-discrimination laws that ma-e it unlawful to treat a person unfairly because of certain attributes. Iive two e1amples. %nswer: 4n Gapan, the Dabor 'tandards Daw prohibits discrimination in wages, wor- hours and other labor conditions because of nationality, creed or social status. 4n 'outh Eorea, its Dabor 'tandard %ct prohibits employers from discrimination against wor-ers by gender, nationality, religion, or social status. 7=. 0hat is the purpose of introducing the (ode of 6esponsible Employment 9ractices in 'ingapore2 %nswer: #o help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job. 77. 4n some business situations, a person>s race, nationality or religion may be a requirement for a job. Iive some e1amples. %nswer: a! 0hen the employee is recruit to deal with clients of a specific language group. b! 0hen the employee has to handle food or products that are not permitted by some religions (e.g. Cuslims are not allowed to handle porBindus do not eat beef!.

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