1. What does the concept of diversity in the workplace refer to?

1. Physical differences among employees
2. Social differences among employees
3. Historical differences among groups
4. Managerial difference among employees

2. The UK Equality Act was promulgated in:

1. 1970
2. 2000
3. 2010
4. 2005

3. In which country was the Black Economic Empowerment (BEE) Programme launched in 2001:

1. Japan
2. South Africa
3. India
4. China

4. The ‘Liberal Approach’ to Equal Opportunities advocates:

1. Positive discrimination
2. The quota system
3. The possibility for individuals to compete for social rewards without constraints
4. Policies concerned with the specific needs of traditionally disadvantaged groups

5. The mainstream approach to Diversity Management supports:

1. The business case
2. The social justice approach
3. A radical approach to equal opportunities
4. Affirmative action

6. The HR function can promote equality and inclusion by:

1. Employing people of different races
2. Collecting information about employees’ gender, race, religion, sexuality and ethnic group
3. Providing diversity training to all employees
4. Publishing the organisation’s demographic data

7. Increasing pressure for greater work equality and inclusion are the result of:

1. Globalisation
2. Large immigration movements to western countries
3. The existence of race, gender, class, sexual and other inequalities resulting from historical and social systems such as slavery, colonialism, patriarchy, capitalism and so on
4. Limited availability of work opportunities

8. Systems of quotas:

1. Support the employment of people who have traditionally being discriminated against
2. Support the employment of people who may not be suitable for the position
3. Support a culture of conflict
4. Support people who generally do not want to work

9. Organisational Diversity Initiatives should fit in with the:

1. Organisational brand
2. Organisational culture
3. CSR strategy
4. Corporate structure

10. The HR function should be responsible for the organisation’s equality and diversity strategy because:

1. It involves experts in the management of people
2. It can easily coordinate activities across the whole organisation
3. It can buttress the integration of equality and diversity across the different areas of the business
4. It has direct access to the demographic of the organisation