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Final Exam Student name: Jose E Burgos Lugo
MGT- 3210 Managing Diversity in the Workplace
Prof. Castro
1. What are the glass ceiling, glass walls, and the glass escalator and what are their effects
on those who are constrained by them?
• Glass Ceiling: An invisible barrier that prevents women, people of color, and people with
disabilities from progressing beyond a certain level in organizations.
• Glass Walls: The invisible horizontal barriers that constrain women, people of color, and
people with disabilities to certain occupations and positions within organizations.
• Glass Escalator: Refers to men’s rapid ascent into management and higher-level
positions after entering female-dominated occupations.
2. What are some effects of sex segregation, sex discrimination, and sexual harassment on
women’s careers?
• Sex Segregation: Occurs when members of one sex constitute 70% or more of the
incumbents of a job or occupation. Some of the effects of this are:
– The male vs. female wage gap.
• The laws of supply and demand suggest that the crowding of women
into a limited number of occupations contributes to women’s lower
wages.
– Barriers that constrain women to certain occupations and positions within
organizations.
– Barrier that prevents women from progressing beyond a certain level in
organizations.
• Sex Discrimination effects include:
• Sex-Based Disparate Treatment
• Occurs when a woman applicant or employee, is intentionally treated
differently than males are treated.
• Disparate or Adverse Impact (against women)
• Occurs when an employer’s apparently neutral policy or practice (“job
requirement”) negatively affects women’s employment opportunities.
• Sexual Harassment: Any unwelcome conduct of a sexual nature in the workplace; it’s
also a form of sex discrimination resulting in many cases in:
– Quid pro quo harassment
• Managers, supervisors, or others with authority make sexual demands
and submission to or rejection of those demands is used as a basis for
employment decisions (such as promotion, termination, etc).
– Hostile environment
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, • Unwelcome sexual conduct has the “purpose or effect of unreasonably
interfering with job performance, or creating an intimidating, hostile, or
offensive working environment.”
– Negatively affecting job satisfaction, morale, productivity, turnover, absence,
and increasing targets’ intentions to quit
3. What is the “stained glass ceiling”? How is the “stained glass ceiling” similar to and
different from the regular “glass ceiling?” Explain.
1. Stained glass ceiling is when women clergy are often confined to junior, associate, or co-
pastor positions in smaller, less prestigious congregations and have lower earnings than
male clergy. Very similar to glass ceiling, where barriers prevent women, people of color,
and people with disabilities from progressing beyond a certain level in organizations.
4. What should employers do when appearance requirements conflict with employees’
religious requirements?
1. Recognize the diversity of religious beliefs in the U.S.
2. Implement procedures to ensure that people of various religious groups are
treated equitably and that organizational functioning is not impaired
3. Provide a certain number of holidays that employees may use to decide which
days they will be away from work.
4. Carefully scrutinize appearance requirements that may result in religious
discrimination.
5. Ensure that employees are aware of organizational policies that may conflict
with employees’ religious beliefs, and that an appropriate accommodation may
be available.
5. Discuss the provisions of the Age Discrimination in Employment Act.
– Prohibits employment-related age discrimination against employees and
applicants who are at least 40 years of age by employers of 20 or more people,
including state and local governments, employment agencies, and labor unions.
– Organizations can avoid age discrimination by:
– Explicitly stating age-neutral policies.
– Scrutinize policies and practices for signs of age bias. Having zero
tolerance for age bias.
– Rely on job-relevant criteria, not stereotypical assumptions.
– Train decision makers about age stereotypes and their potential effects
on decisions and behavior.
6. Why is “age diversity” an issue for everyone?
• Aging is a constant and that happens to all diversity groups; eventually
all enter the undervalued group therefore constant training is required
in order to maintain standards/principles in the organization.
This study source was downloaded by 100000832361371 from CourseHero.com on 02-04-2022 02:51:06 GMT -06:00
https://www.coursehero.com/file/14373852/MGT-3210-Final-Exam/
Final Exam Student name: Jose E Burgos Lugo
MGT- 3210 Managing Diversity in the Workplace
Prof. Castro
1. What are the glass ceiling, glass walls, and the glass escalator and what are their effects
on those who are constrained by them?
• Glass Ceiling: An invisible barrier that prevents women, people of color, and people with
disabilities from progressing beyond a certain level in organizations.
• Glass Walls: The invisible horizontal barriers that constrain women, people of color, and
people with disabilities to certain occupations and positions within organizations.
• Glass Escalator: Refers to men’s rapid ascent into management and higher-level
positions after entering female-dominated occupations.
2. What are some effects of sex segregation, sex discrimination, and sexual harassment on
women’s careers?
• Sex Segregation: Occurs when members of one sex constitute 70% or more of the
incumbents of a job or occupation. Some of the effects of this are:
– The male vs. female wage gap.
• The laws of supply and demand suggest that the crowding of women
into a limited number of occupations contributes to women’s lower
wages.
– Barriers that constrain women to certain occupations and positions within
organizations.
– Barrier that prevents women from progressing beyond a certain level in
organizations.
• Sex Discrimination effects include:
• Sex-Based Disparate Treatment
• Occurs when a woman applicant or employee, is intentionally treated
differently than males are treated.
• Disparate or Adverse Impact (against women)
• Occurs when an employer’s apparently neutral policy or practice (“job
requirement”) negatively affects women’s employment opportunities.
• Sexual Harassment: Any unwelcome conduct of a sexual nature in the workplace; it’s
also a form of sex discrimination resulting in many cases in:
– Quid pro quo harassment
• Managers, supervisors, or others with authority make sexual demands
and submission to or rejection of those demands is used as a basis for
employment decisions (such as promotion, termination, etc).
– Hostile environment
This study source was downloaded by 100000832361371 from CourseHero.com on 02-04-2022 02:51:06 GMT -06:00
https://www.coursehero.com/file/14373852/MGT-3210-Final-Exam/
, • Unwelcome sexual conduct has the “purpose or effect of unreasonably
interfering with job performance, or creating an intimidating, hostile, or
offensive working environment.”
– Negatively affecting job satisfaction, morale, productivity, turnover, absence,
and increasing targets’ intentions to quit
3. What is the “stained glass ceiling”? How is the “stained glass ceiling” similar to and
different from the regular “glass ceiling?” Explain.
1. Stained glass ceiling is when women clergy are often confined to junior, associate, or co-
pastor positions in smaller, less prestigious congregations and have lower earnings than
male clergy. Very similar to glass ceiling, where barriers prevent women, people of color,
and people with disabilities from progressing beyond a certain level in organizations.
4. What should employers do when appearance requirements conflict with employees’
religious requirements?
1. Recognize the diversity of religious beliefs in the U.S.
2. Implement procedures to ensure that people of various religious groups are
treated equitably and that organizational functioning is not impaired
3. Provide a certain number of holidays that employees may use to decide which
days they will be away from work.
4. Carefully scrutinize appearance requirements that may result in religious
discrimination.
5. Ensure that employees are aware of organizational policies that may conflict
with employees’ religious beliefs, and that an appropriate accommodation may
be available.
5. Discuss the provisions of the Age Discrimination in Employment Act.
– Prohibits employment-related age discrimination against employees and
applicants who are at least 40 years of age by employers of 20 or more people,
including state and local governments, employment agencies, and labor unions.
– Organizations can avoid age discrimination by:
– Explicitly stating age-neutral policies.
– Scrutinize policies and practices for signs of age bias. Having zero
tolerance for age bias.
– Rely on job-relevant criteria, not stereotypical assumptions.
– Train decision makers about age stereotypes and their potential effects
on decisions and behavior.
6. Why is “age diversity” an issue for everyone?
• Aging is a constant and that happens to all diversity groups; eventually
all enter the undervalued group therefore constant training is required
in order to maintain standards/principles in the organization.
This study source was downloaded by 100000832361371 from CourseHero.com on 02-04-2022 02:51:06 GMT -06:00
https://www.coursehero.com/file/14373852/MGT-3210-Final-Exam/
