Affirmative Action

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Questions Bank

The Regulation of the Employment Relationship
The Employment Law Toolkit: Resources for Understanding the Law and Recurring Legal Concepts
Title Vii of the Civil Rights Act of 1964
Legal Construction of the Employment Environment
Affirmative Action
Race and Color Discrimination
National Origin Discrimination
Gender Discrimination
Sexual Harassment
Sexual Orientation and Gender Identity Discrimination
Religious Discrimination
Age Discrimination
Disability Discrimination
The Employees Right to Privacy and Management of Personal Information
Labor Law
Selected Employment Benefits and Protections

All Questions

Question 1

Free

True/False

Affirmative action applies to all employers,public or private.

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True

False

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Question 2

Free

True/False

Affirmative action is designed to remedy past discrimination based on race or gender through punishment.

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True

False

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Question 3

Free

True/False

The first forerunner to Executive Order 11246 applied only to defense contracts.

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True

False

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Question 4

Free

True/False

Under Executive Order 11246,federal contractors must agree not to discriminate in hiring on the basis of race,color,religion,gender,or national origin.

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True

False

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Question 5

Free

True/False

The Office of Federal Contract Compliance Programs' enforcement contains provisions for private lawsuits by employees and even penalties for noncompliance by a contractor.

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True

False

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Question 6

True/False

The quantitative part of an affirmative action plan sets out a course of action for how to address any underrepresentation,underutilization,or other problems found in a federal contractor's workplace.

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True

False

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Question 7

True/False

Placement goals must be treated as a ceiling or floor for employing certain groups.

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True

False

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Question 8

True/False

Veteran affirmative action contains provisions that require a veteran to be hired as a federal contractor irrespective of his or her qualifications.

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True

False

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Question 9

True/False

Actions such as not giving minority or female employees credit for ideas they propose but accepting those ideas when they come from someone in the majority constitutes micro-aggression.

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True

False

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Question 10

True/False

As an effort to value diversity at a workplace,employers should tie performance reviews of managers to their measurable support for diversity and inclusion.

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True

False

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Question 11

Multiple Choice

The _____ Amendment to the United States Constitution abolished slavery in 1865.

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Fourth

Thirteenth

Fourteenth

Twenty-First

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Question 12

Multiple Choice

_____ refers to the intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion and/or to address existing discrimination.

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Disparate impact

Affirmative action

Due process

Rehabilitation

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Question 13

Multiple Choice

Which of the following statements is true of affirmative action?

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Affirmative action requires employers to remove qualified whites and males from their jobs and give these jobs to minorities.

Workplace productivity and efficiency do not suffer under affirmative action plans.

Under affirmative action, an applicant can simply be a female or a minority to be placed in a job.

Minorities and females cannot be terminated from their jobs for any cause under affirmative action plans.

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Question 14

Multiple Choice

Which of the following groups has made the most gains under affirmative action?

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African-American men

Disabled employees

White women

Asian employees

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Question 15

Multiple Choice

One of the commonly held myths about affirmative action is that it is:

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an effort to overcome the effects of past or present discriminatory practices.

an entitlement program that provides unqualified women or minorities with jobs.

an initiative against discrimination that does not affect workplace productivity and efficiency.

a remedy and not a punishment for discrimination.

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Question 16

Multiple Choice

Employment research findings show that:

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nearly 90 percent of jobs are filled through advertising.

in the retail industry, employers consistently chose slightly less qualified black women over more qualified white women for entry-level positions.

in the suburbs, equally qualified blacks are hired about 40 percent less than whites because of negative assumptions.

blacks are 22 percent more likely to be granted interviews when compared to whites.

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Question 17

Multiple Choice

According to employment research findings, _____ .

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black women make up close to half the workforce and hold more than 25 percent of the senior-level jobs in corporations

African-American men with professional degrees receive higher salaries than those paid to white men with the same degrees and comparable jobs

as the percentage of females and the percentage of minorities in a job increase, average pay also increases

there is little correlation between what African-American and white workers score on employment tests and how they perform in the workplace

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Question 18

Multiple Choice

Affirmative action is used only when there is:

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an undoubted reason to raise the bona fide occupational qualification defense.

a demonstrated underrepresentation of women and minorities in the workplace.

a need to improve workplace productivity and efficiency.

a need to punish someone for employment discrimination.

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Question 19

Multiple Choice

Affirmative action obligations arise in the workplace through:

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Executive Order 11246.

Section 2-306 of the Uniform Commercial Code.

the Fourth Amendment to the United States Constitution.

a voluntary affirmative action plan established by an employee.

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Question 20

Multiple Choice

Laketown System Corp.,a federal contractor,chooses not to comply with the affirmative action plan established to increase the representation of women and minorities within its workplace.Which of the following is an implication of noncompliance?

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Laketown System Corp. cannot be subject to any action for noncompliance as it is a federal contractor.

Laketown System Corp. cannot be subject to any action for noncompliance as it is not a voluntary affirmative action plan.

Laketown System Corp. can be debarred from further participation in government contracts for noncompliance.

Laketown System Corp. can be prohibited from adopting affirmative action plans in the future for noncompliance.

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