Exam 4: Managing Diversity

Which of the following would most likely help minimize offenses to female and minority employees?

Foreign-born individuals make up ________ of the U.S.population.

Inclusiveness training is a term used by firms hoping to unify employees rather than divide them by their group membership.

Programs that provide diversity awareness training and educate employees on specific cultural and sex differences,and how to respond to these in the workplace are referred to as ________.

Some employers' experience with the disabled is similar to Pizza Hut's,which found the turnover rate of the disabled:

A(n)________ is a program in which promising prospective employees are groomed before they are actually hired on a permanent basis.

Research indicates that during the 2008-2011 recession,the percentage of unemployed disabled people actively seeking work was equal to the percentage of unemployed non-disabled people seeking work.

Latinos are always individuals who are from Latin American descent.

The projected participation rate for women in the workforce is expected to reach ________% by 2015.

When seeking to understand diversity,it is important to distinguish between diversity and the sources of diversity because they are not the same thing.

Additional Case 4.3 Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation. Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee. -Refer to Additional Case 4.3.Which of the following is a true statement about older workers that management should consider?

The "glass ceiling" is an intangible barrier within an organization that prevents members of non-protected classes from filling positions above a certain level.

Additional Case 4.4 Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very homogenous, especially in light of the very diverse community in which it is located. He is surprised to find that the number of women and other minorities is quite low in all positions. As one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods. -Refer to Additional Case 4.4.Xavier institutes a diversity program at Hot Rods and,despite his best efforts,people make critical comments about it.Some men are complaining that more women have been hired simply because of their gender and that they lack the necessary skills to perform their jobs.This is most likely a manifestation of:

A(n)________ is a review of the effectiveness of an organization's diversity management program.

A(n)________ is the intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level.

A support program in which senior managers identify promising women and minority employees and play an important role in nurturing their career progress is referred to as a(n)________.

Which of the following is most likely NOT a characteristic of an organization that effectively manages diversity?

Additional Case 4.2 MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal. Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity." Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine." Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen. Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American. -Refer to Additional Case 4.2.Which manager would most likely agree with the universal concept of management?

A diversity audit is similar to a utilization analysis conducted by the EEOC.

Which of the following is a true statement regarding foreign workers?