A) The CEO at a start-up company focused on data analytics wants to prevent any form of discrimination from occurring. What is the best way to accomplish this?

Conduct an availability analysis.

Create a comprehensive EEO policy.

Conduct a SWOT analysis.

Increase the budget for employee recruiting.

B) You own a small chain of autobody shops and discover some disturbing behaviors. You decide to create training sessions for your managers to ensure EEO policy compliance. Which of these must be included in the program?

assigned readings on workforce diversity as a business strategy

guest speakers on workplace justice

procedures for conducting effective performance appraisals

procedures for remedying inappropriate behavior

C) Managers at a consumer electronics manufacturer showed a preference for hiring males for production jobs as it was felt that men would be more able to work longer hours and weekends than women. Given this, it raised its hiring standards for female applicants so that it was much more difficult to get hired as a woman. If the HR representative at the company was asked about this practice, what should he say?

This practice is perfectly acceptable.

This practice would likely constitute disparate treatment.

This practice is acceptable if the women who do get hired are paid more than the men who get hired.

This practice would likely constitute adverse impact.

D) The HR Department at a financial services firm used its HR information system to conduct a workforce utilization analysis for middle management positions in the company. This analysis revealed that women make up 20% of the companys middle managers and that underrepresented groups comprise an additional 10%. This compares with 35% availability for women and 25% availability for underrepresented groups in the relevant external labor market. Based on this data, what action should HR take in this situation?

Set goals to increase hiring women and underrepresented groups as middle managers by 50% total.

Set hiring goals to add an additional 15% of women middle managers and an additional 15% of underrepresented groups to middle management ranks.

Do nothing as the current results are satisfactory.

Set goals to increase hiring women and underrepresented groups as middle managers by 20% total.