, TESTBANK FOR Understanding and Managing
Diversity Readings, Cases and Exercises, 7th
edition Carol P. Harvey
Notes
1- The file is chapter after chapter.
2- We have shown you few pages sample.
3- The file contains all Appendix and Excel sheet
if it exists.
4- We have all what you need, we make update
at every time. There are many new editions
waiting you.
5- If you think you purchased the wrong file You
can contact us at every time, we can replace it
with true one.
Our email:
,Understanding and Managing Diversity, 7e (Harvey)
Section I: Understanding Perspectives of Diversity: Awareness, Privilege, Stereotypes,
Language, Conflict, Leadership, and Legal Issues
Introduction: Understanding Workplace Diversity: Where Have We Been and Where Are We
Going?
1) How is the concept of belonging created in the workplace?
A) Through an understanding of the ways in which people differ
B) Through the application of law and the valuing of diversity efforts
C) Through a combination of emotional intelligence, self-awareness, and awareness of others
D) Through the unfreezing, change, and refreezing process
Answer: C
Difficulty: Challenging
AACSB: Interpersonal relations and teamwork
2) What became the catalyst for workplace change during the 1960s?
A) The Lilly Ledbetter Fair Pay Act
B) A rapid influx of immigrants
C) The development of Human Resources departments
D) Civil rights legislation
Answer: D
Difficulty: Easy
AACSB: Application of knowledge
3) Which landmark legislation prohibited discrimination in employment on the basis of race, sex,
national origin, religion, and color?
A) Age Discrimination in Employment Act (1974)
B) Civil Rights Act (1964)
C) Executive Orders 10925 and 11375
D) Equal Pay Act (1963)
Answer: B
Difficulty: Moderate
AACSB: Application of knowledge
4) In what way can workforce differences and diversity be used to create competitive advantage
for an organization?
A) By using diverse perspectives in the to improve creative thinking
B) By ensuring all policies and procedures are the same for all employees
C) By focusing on primary dimensions of diversity rather than secondary ones
D) By providing legitimacy for the firm in the eyes of suppliers and buyers
Answer: A
Difficulty: Moderate
AACSB: Application of knowledge
1
Copyright © 2025 Pearson Education, Inc.
,5) According to Thomas and Ely's model of organizational paradigms, how did most
organizations view diversity in the 1990s?
A) As a benefit in growing diverse and global markets
B) As a way to help organizations control markets
C) As advantageous to the organization's mission and goals
D) As a way to promote fairness on the job
Answer: C
Difficulty: Moderate
AACSB: Diverse and multicultural work environments
6) What led to increasingly diverse workforces at the beginning of the twenty-first century?
A) Changes in immigration patterns
B) The decrease of Baby Boomers in the workplace
C) The increasing number of women in senior leadership positions
D) The recognition of work styles as a protected element of diversity
Answer: A
Difficulty: Challenging
AACSB: Application of knowledge
7) How can organizations improve their knowledge base and ability to relate to equity, inclusion,
and belonging?
A) By using mental health support systems to improve understanding
B) By explaining to others the biases they hold
C) By holding managers accountable for poor diversity efforts
D) By recognizing the intersectionality of diverse groups
Answer: D
Difficulty: Moderate
AACSB: Application of knowledge
8) What advantage does the promotion of equity and inclusion have on the modern workplace?
A) It improves organizational harmony.
B) It increases retention rates.
C) It benefits interpersonal relationships.
D) It regulates behaviors of non-minority workers.
Answer: C
Difficulty: Moderate
AACSB: Application of knowledge
9) According to Loden's dimensions of diversity, which of the following is a primary dimension
of diversity?
A) Communication style
B) Religion
C) Age
D) Social class
Answer: C
Difficulty: Easy
AACSB: Application of knowledge
2
Copyright © 2025 Pearson Education, Inc.
,10) How can organizations manage the growing social and political divide in the United States
and the escalating intensity of conflict emotions?
A) Understand and comply with all applicative laws
B) Understand and find ways to be more relevant to the people they serve
C) Promote past initiatives based on race, religion, and ethnic origin
D) Support Affirmative Action efforts in all areas of business
Answer: B
Difficulty: Moderate
AACSB: Ethical understanding and reasoning
11) Diversity impacts organizational experiences in terms of performance, motivation,
communication, and inclusion.
Answer: TRUE
Difficulty: Easy
AACSB: Reflective thinking
12) In terms of social justice, efforts to regulate behavior have decreased acceptance and
appreciation.
Answer: FALSE
Difficulty: Moderate
AACSB: Reflective thinking
13) Diversity training in the 1980s and 1990s tended to focus on the multiple group identities of
people rather than identifying differences between groups.
Answer: FALSE
Difficulty: Moderate
AACSB: Diverse and multicultural work environments
14) According to the change process model, refreezing can result in increased socially
responsible and more flexible work practices.
Answer: TRUE
Difficulty: Moderate
AACSB: Application of knowledge
3
Copyright © 2025 Pearson Education, Inc.
,15) Why were early efforts to correct previous practices of discrimination in the workplace often
met with failure?
Answer: Early civil rights legislation initially focused on "righting the wrongs" experienced by
people with visible differences, particularly color, race, and gender. Responsibility for diversity
in organizations often resided in Human Resources departments that had less power and
resources to initiate change. Most diversity training focused more on how to avoid lawsuits than
on strategic change. This approach often led to hiring less-qualified workers to fulfill what was
interpreted as a "quota" of women and people from minority groups. At times, people were hired
or promoted simply because of their color, race, or gender, which often set them up for failure.
Even when qualified women and people of color were selected, they were often expected to
behave, dress, and talk like White men. This led to poor morale, job turnover, and even backlash
against the very groups the legislation was designed to benefit.
Difficulty: Challenging
AACSB: Analytical thinking
16) Why has Affirmative Action become a legal battle for modern day organizations?
Answer: When affirmative action became law, some organization used affirmative action to
make superficial improvements rather than systematic changes. In 1992, R. Roosevelt Thomas
called for the end of affirmative action, but he urged institutions to adopt management practices
and policies that would help all employees be productive and to reach their full potential.
In July of 2023, both Republican and Democratic state Attorney Generals (AGs) sent conflicting
letters warning Fortune 100 companies about the legality of their DEI hiring practices.
Republican AGs said they (the DEI hiring practices) could be interpreted as illegal, Democrats
said they needed to continue and expanded. In 2015, the U.S. Supreme Court granted LGBTQ+
rights groups a win by legalizing same-sex marriage at the federal level. Efforts to end
affirmative action based on race and ethnicity continue. The U.S. Supreme Court ruling in July
of 2023 Students for Fair Admissions, Inc. v. President and Fellows of Harvard College and
Students for Fair Admissions, Inc. v. University of North Carolina, et.al, ending race-based
college admissions seemed to be a victory in his favor.
Clearly, modern organizations must understand the communities where people live and work.
They need to find ways to be relevant to the people they serve, in their business community,
geographic locations, and to recognize the needs, and importance the social identities of
consumers and employees.
Difficulty: Challenging
AACSB: Ethical understanding and reasoning
4
Copyright © 2025 Pearson Education, Inc.
,17) How did the book The Inclusion Breakthrough: Unleashing the Real Power of Diversity,
help to further diversity efforts, including with those of people who held leadership positions in
organizations?
Answer: In 2002, Miller and Katz authored a book called The Inclusion Breakthrough:
Unleashing the Real Power of Diversity, which suggested that organizations need to "break out
of the diversity box" mentality and change their cultures, policies, and structures in order to
benefit from the diversity of their employees. Miller and Katz called for linking diversity to
organizational goals and mission but went a step further to document the need for a more
inclusive approach to diversity. It makes sense that when employees–including White men, who
held most of the leadership positions–felt "included," they felt freer to offer new ideas, safer to
point out mistakes in others' reasoning, and were more apt to refer competent colleagues for jobs.
All of these added value to organizations in terms of the advantages of a diverse workforce.
Difficulty: Moderate
AACSB: Analytical thinking
Chapter 1: Understanding Perspectives of Diversity: Awareness, Privilege, Stereotypes,
Language, Conflict, Leadership, and Legal Issues
1) Which of the following describes the feeling of being safe, accepted, and valued in social and
work settings?
A) Diversity
B) Equity
C) Belonging
D) Inclusion
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
2) Why is it important to understand the prejudices you have, both positive and negative?
A) You can determine which unearned advantages people have over you.
B) You could treat people differently because it is legal to discriminate based on group identity.
C) You overgeneralize that all people are alike.
D) You evaluate a person positively or negatively based on their social group membership.
Answer: D
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
5
Copyright © 2025 Pearson Education, Inc.
,3) Which of the following is the preconceived evaluative attitude based on a person's social
group membership?
A) Prejudice
B) Discrimination
C) Stereotyping
D) Unintentional discrimination
Answer: A
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
4) How does our mind create stereotypes?
A) By unconsciously looking for unique aspects of people
B) By unconsciously categorizing people
C) By forcing the conscious mind to think more deeply about people
D) By forcing the conscious mind to generalize differences
Answer: B
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
5) Which of the following best defines stereotyping?
A) Giving unearned advantage based on group membership
B) Treating people differently because of group membership
C) Thinking that all people in a group membership category are alike
D) Forming an unlearned preconceived evaluative attitude based on social group membership
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
6) How is discrimination different from prejudice and stereotyping?
A) Discrimination is a behavior or action.
B) Discrimination is a mental process.
C) Discrimination is a learned behavior.
D) Discrimination can be changed over time.
Answer: A
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
6
Copyright © 2025 Pearson Education, Inc.
,7) In what way is institutional discrimination different that structural discrimination?
A) Institutional discrimination occurs only at the workplace.
B) Institutional discrimination is unintentional.
C) Institutional discrimination stems from stereotypes identified by senior leadership at the
workplace.
D) Institutional discrimination is intentional.
Answer: D
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Application of knowledge
8) Why is privilege dependent on time and place?
A) It is socially constructed.
B) It intentionally discriminates.
C) It occurs the same way for all people.
D) It is not impacted by personal circumstance.
Answer: A
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Application of knowledge
9) Why is it important to be aware of and address differences in the workplace?
A) Diverse talents between groups are easier to identify.
B) Understanding differences prevents decisions based on privilege at work.
C) Differences can create conflict that escalate if ignored.
D) Differences determine how work is accomplished.
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Analytical thinking
10) When interviewing and hiring candidates for positions, what should employers primarily
consider?
A) The ability to comply with affirmative action laws
B) The individual merits and qualifications of the person
C) The ability of a person to fit in with potential co-workers
D) The amount of diversity training that will be needed
Answer: B
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Analytical thinking
11) Prejudice can be both positive, neutral, or negative.
Answer: TRUE
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
7
Copyright © 2025 Pearson Education, Inc.
, 12) Stereotypes, once formed, cannot be unlearned.
Answer: FALSE
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
13) Managers should work to identify structural discrimination because it impacts policies and
practices that unintentionally discriminate.
Answer: TRUE
LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace
practices.
Difficulty: Moderate
AACSB: Reflective thinking
14) Most people with privilege recognize that they have unearned advantages in the workplace.
Answer: FALSE
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Reflective thinking
15) Describe why prejudice is most often perceived negatively. How could it be used to create a
diverse society?
Answer: We have been socialized by family, society, and the media to think that prejudice is
always negative, so it is easier to deny it. However, it is important to realize that everyone treats
some people differently than others. It is natural to associate with people who look and act like
ourselves. People we associate with may be people of different color, race, religion, intellectual
or physical disabilities, genders, and life experiences, but in other ways, they are similar to us.
When we recognize what prejudice is, we can then begin to acknowledge that differences in
people are important and embrace the differences a diverse society has to offer.
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
16) How are stereotypes created and how can we work to prevent stereotyping?
Answer: Stereotypes are an overgeneralized belief that a category of people are alike. Like
prejudice, stereotypes are learned, not innate, which means that they too can be unlearned. While
the conscious mind often tells us that of course people are unique, the unconscious mind tries to
categorize people, unless we make a deliberate effort to think more deeply about them as
individuals. Stereotypes can be positive or neutral. To prevent stereotyping, we have to consider
each person as an individual instead of considering a person only as a member of a specific
group. All people belong to many groups, and each person has individual traits that make them
unique.
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
8
Copyright © 2025 Pearson Education, Inc.
Diversity Readings, Cases and Exercises, 7th
edition Carol P. Harvey
Notes
1- The file is chapter after chapter.
2- We have shown you few pages sample.
3- The file contains all Appendix and Excel sheet
if it exists.
4- We have all what you need, we make update
at every time. There are many new editions
waiting you.
5- If you think you purchased the wrong file You
can contact us at every time, we can replace it
with true one.
Our email:
,Understanding and Managing Diversity, 7e (Harvey)
Section I: Understanding Perspectives of Diversity: Awareness, Privilege, Stereotypes,
Language, Conflict, Leadership, and Legal Issues
Introduction: Understanding Workplace Diversity: Where Have We Been and Where Are We
Going?
1) How is the concept of belonging created in the workplace?
A) Through an understanding of the ways in which people differ
B) Through the application of law and the valuing of diversity efforts
C) Through a combination of emotional intelligence, self-awareness, and awareness of others
D) Through the unfreezing, change, and refreezing process
Answer: C
Difficulty: Challenging
AACSB: Interpersonal relations and teamwork
2) What became the catalyst for workplace change during the 1960s?
A) The Lilly Ledbetter Fair Pay Act
B) A rapid influx of immigrants
C) The development of Human Resources departments
D) Civil rights legislation
Answer: D
Difficulty: Easy
AACSB: Application of knowledge
3) Which landmark legislation prohibited discrimination in employment on the basis of race, sex,
national origin, religion, and color?
A) Age Discrimination in Employment Act (1974)
B) Civil Rights Act (1964)
C) Executive Orders 10925 and 11375
D) Equal Pay Act (1963)
Answer: B
Difficulty: Moderate
AACSB: Application of knowledge
4) In what way can workforce differences and diversity be used to create competitive advantage
for an organization?
A) By using diverse perspectives in the to improve creative thinking
B) By ensuring all policies and procedures are the same for all employees
C) By focusing on primary dimensions of diversity rather than secondary ones
D) By providing legitimacy for the firm in the eyes of suppliers and buyers
Answer: A
Difficulty: Moderate
AACSB: Application of knowledge
1
Copyright © 2025 Pearson Education, Inc.
,5) According to Thomas and Ely's model of organizational paradigms, how did most
organizations view diversity in the 1990s?
A) As a benefit in growing diverse and global markets
B) As a way to help organizations control markets
C) As advantageous to the organization's mission and goals
D) As a way to promote fairness on the job
Answer: C
Difficulty: Moderate
AACSB: Diverse and multicultural work environments
6) What led to increasingly diverse workforces at the beginning of the twenty-first century?
A) Changes in immigration patterns
B) The decrease of Baby Boomers in the workplace
C) The increasing number of women in senior leadership positions
D) The recognition of work styles as a protected element of diversity
Answer: A
Difficulty: Challenging
AACSB: Application of knowledge
7) How can organizations improve their knowledge base and ability to relate to equity, inclusion,
and belonging?
A) By using mental health support systems to improve understanding
B) By explaining to others the biases they hold
C) By holding managers accountable for poor diversity efforts
D) By recognizing the intersectionality of diverse groups
Answer: D
Difficulty: Moderate
AACSB: Application of knowledge
8) What advantage does the promotion of equity and inclusion have on the modern workplace?
A) It improves organizational harmony.
B) It increases retention rates.
C) It benefits interpersonal relationships.
D) It regulates behaviors of non-minority workers.
Answer: C
Difficulty: Moderate
AACSB: Application of knowledge
9) According to Loden's dimensions of diversity, which of the following is a primary dimension
of diversity?
A) Communication style
B) Religion
C) Age
D) Social class
Answer: C
Difficulty: Easy
AACSB: Application of knowledge
2
Copyright © 2025 Pearson Education, Inc.
,10) How can organizations manage the growing social and political divide in the United States
and the escalating intensity of conflict emotions?
A) Understand and comply with all applicative laws
B) Understand and find ways to be more relevant to the people they serve
C) Promote past initiatives based on race, religion, and ethnic origin
D) Support Affirmative Action efforts in all areas of business
Answer: B
Difficulty: Moderate
AACSB: Ethical understanding and reasoning
11) Diversity impacts organizational experiences in terms of performance, motivation,
communication, and inclusion.
Answer: TRUE
Difficulty: Easy
AACSB: Reflective thinking
12) In terms of social justice, efforts to regulate behavior have decreased acceptance and
appreciation.
Answer: FALSE
Difficulty: Moderate
AACSB: Reflective thinking
13) Diversity training in the 1980s and 1990s tended to focus on the multiple group identities of
people rather than identifying differences between groups.
Answer: FALSE
Difficulty: Moderate
AACSB: Diverse and multicultural work environments
14) According to the change process model, refreezing can result in increased socially
responsible and more flexible work practices.
Answer: TRUE
Difficulty: Moderate
AACSB: Application of knowledge
3
Copyright © 2025 Pearson Education, Inc.
,15) Why were early efforts to correct previous practices of discrimination in the workplace often
met with failure?
Answer: Early civil rights legislation initially focused on "righting the wrongs" experienced by
people with visible differences, particularly color, race, and gender. Responsibility for diversity
in organizations often resided in Human Resources departments that had less power and
resources to initiate change. Most diversity training focused more on how to avoid lawsuits than
on strategic change. This approach often led to hiring less-qualified workers to fulfill what was
interpreted as a "quota" of women and people from minority groups. At times, people were hired
or promoted simply because of their color, race, or gender, which often set them up for failure.
Even when qualified women and people of color were selected, they were often expected to
behave, dress, and talk like White men. This led to poor morale, job turnover, and even backlash
against the very groups the legislation was designed to benefit.
Difficulty: Challenging
AACSB: Analytical thinking
16) Why has Affirmative Action become a legal battle for modern day organizations?
Answer: When affirmative action became law, some organization used affirmative action to
make superficial improvements rather than systematic changes. In 1992, R. Roosevelt Thomas
called for the end of affirmative action, but he urged institutions to adopt management practices
and policies that would help all employees be productive and to reach their full potential.
In July of 2023, both Republican and Democratic state Attorney Generals (AGs) sent conflicting
letters warning Fortune 100 companies about the legality of their DEI hiring practices.
Republican AGs said they (the DEI hiring practices) could be interpreted as illegal, Democrats
said they needed to continue and expanded. In 2015, the U.S. Supreme Court granted LGBTQ+
rights groups a win by legalizing same-sex marriage at the federal level. Efforts to end
affirmative action based on race and ethnicity continue. The U.S. Supreme Court ruling in July
of 2023 Students for Fair Admissions, Inc. v. President and Fellows of Harvard College and
Students for Fair Admissions, Inc. v. University of North Carolina, et.al, ending race-based
college admissions seemed to be a victory in his favor.
Clearly, modern organizations must understand the communities where people live and work.
They need to find ways to be relevant to the people they serve, in their business community,
geographic locations, and to recognize the needs, and importance the social identities of
consumers and employees.
Difficulty: Challenging
AACSB: Ethical understanding and reasoning
4
Copyright © 2025 Pearson Education, Inc.
,17) How did the book The Inclusion Breakthrough: Unleashing the Real Power of Diversity,
help to further diversity efforts, including with those of people who held leadership positions in
organizations?
Answer: In 2002, Miller and Katz authored a book called The Inclusion Breakthrough:
Unleashing the Real Power of Diversity, which suggested that organizations need to "break out
of the diversity box" mentality and change their cultures, policies, and structures in order to
benefit from the diversity of their employees. Miller and Katz called for linking diversity to
organizational goals and mission but went a step further to document the need for a more
inclusive approach to diversity. It makes sense that when employees–including White men, who
held most of the leadership positions–felt "included," they felt freer to offer new ideas, safer to
point out mistakes in others' reasoning, and were more apt to refer competent colleagues for jobs.
All of these added value to organizations in terms of the advantages of a diverse workforce.
Difficulty: Moderate
AACSB: Analytical thinking
Chapter 1: Understanding Perspectives of Diversity: Awareness, Privilege, Stereotypes,
Language, Conflict, Leadership, and Legal Issues
1) Which of the following describes the feeling of being safe, accepted, and valued in social and
work settings?
A) Diversity
B) Equity
C) Belonging
D) Inclusion
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
2) Why is it important to understand the prejudices you have, both positive and negative?
A) You can determine which unearned advantages people have over you.
B) You could treat people differently because it is legal to discriminate based on group identity.
C) You overgeneralize that all people are alike.
D) You evaluate a person positively or negatively based on their social group membership.
Answer: D
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
5
Copyright © 2025 Pearson Education, Inc.
,3) Which of the following is the preconceived evaluative attitude based on a person's social
group membership?
A) Prejudice
B) Discrimination
C) Stereotyping
D) Unintentional discrimination
Answer: A
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
4) How does our mind create stereotypes?
A) By unconsciously looking for unique aspects of people
B) By unconsciously categorizing people
C) By forcing the conscious mind to think more deeply about people
D) By forcing the conscious mind to generalize differences
Answer: B
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
5) Which of the following best defines stereotyping?
A) Giving unearned advantage based on group membership
B) Treating people differently because of group membership
C) Thinking that all people in a group membership category are alike
D) Forming an unlearned preconceived evaluative attitude based on social group membership
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Application of knowledge
6) How is discrimination different from prejudice and stereotyping?
A) Discrimination is a behavior or action.
B) Discrimination is a mental process.
C) Discrimination is a learned behavior.
D) Discrimination can be changed over time.
Answer: A
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
6
Copyright © 2025 Pearson Education, Inc.
,7) In what way is institutional discrimination different that structural discrimination?
A) Institutional discrimination occurs only at the workplace.
B) Institutional discrimination is unintentional.
C) Institutional discrimination stems from stereotypes identified by senior leadership at the
workplace.
D) Institutional discrimination is intentional.
Answer: D
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Application of knowledge
8) Why is privilege dependent on time and place?
A) It is socially constructed.
B) It intentionally discriminates.
C) It occurs the same way for all people.
D) It is not impacted by personal circumstance.
Answer: A
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Application of knowledge
9) Why is it important to be aware of and address differences in the workplace?
A) Diverse talents between groups are easier to identify.
B) Understanding differences prevents decisions based on privilege at work.
C) Differences can create conflict that escalate if ignored.
D) Differences determine how work is accomplished.
Answer: C
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Analytical thinking
10) When interviewing and hiring candidates for positions, what should employers primarily
consider?
A) The ability to comply with affirmative action laws
B) The individual merits and qualifications of the person
C) The ability of a person to fit in with potential co-workers
D) The amount of diversity training that will be needed
Answer: B
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Moderate
AACSB: Analytical thinking
11) Prejudice can be both positive, neutral, or negative.
Answer: TRUE
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
7
Copyright © 2025 Pearson Education, Inc.
, 12) Stereotypes, once formed, cannot be unlearned.
Answer: FALSE
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Easy
AACSB: Reflective thinking
13) Managers should work to identify structural discrimination because it impacts policies and
practices that unintentionally discriminate.
Answer: TRUE
LO: 5: Explore the relationship between conflict, systemic discrimination, and workplace
practices.
Difficulty: Moderate
AACSB: Reflective thinking
14) Most people with privilege recognize that they have unearned advantages in the workplace.
Answer: FALSE
LO: 4: Understand the notion of privilege and its effects on one's life and work experiences.
Difficulty: Moderate
AACSB: Reflective thinking
15) Describe why prejudice is most often perceived negatively. How could it be used to create a
diverse society?
Answer: We have been socialized by family, society, and the media to think that prejudice is
always negative, so it is easier to deny it. However, it is important to realize that everyone treats
some people differently than others. It is natural to associate with people who look and act like
ourselves. People we associate with may be people of different color, race, religion, intellectual
or physical disabilities, genders, and life experiences, but in other ways, they are similar to us.
When we recognize what prejudice is, we can then begin to acknowledge that differences in
people are important and embrace the differences a diverse society has to offer.
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
16) How are stereotypes created and how can we work to prevent stereotyping?
Answer: Stereotypes are an overgeneralized belief that a category of people are alike. Like
prejudice, stereotypes are learned, not innate, which means that they too can be unlearned. While
the conscious mind often tells us that of course people are unique, the unconscious mind tries to
categorize people, unless we make a deliberate effort to think more deeply about them as
individuals. Stereotypes can be positive or neutral. To prevent stereotyping, we have to consider
each person as an individual instead of considering a person only as a member of a specific
group. All people belong to many groups, and each person has individual traits that make them
unique.
LO: 3: Identify the differences between prejudice, stereotypes, and discrimination.
Difficulty: Challenging
AACSB: Analytical thinking
8
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