USA Diversity and Inclusion in Hiring 2

Question 1

Under the Americans with Disabilities Act (ADA), what must an employer do before rejecting a qualified applicant with a disability?

Accepted Answer

Determine whether a reasonable accommodation exists

Answer

The ADA requires employers to consider whether a reasonable accommodation would enable the applicant to perform the essential functions of the job before rejecting them.

Question 2

Which of the following best describes 'affirmative action' in the hiring context?

Accepted Answer

Proactive steps to increase representation of underrepresented groups

Answer

Affirmative action involves proactive policies and practices aimed at increasing representation of historically underrepresented groups in the workforce.

Question 3

A hiring manager decides not to interview a candidate because her name 'sounds foreign.' This is an example of:

Accepted Answer

Name-based implicit bias leading to disparate treatment

Answer

Rejecting a candidate based on a name perceived as foreign is disparate treatment driven by implicit bias related to national origin.

Question 4

What is 'structured interviewing' and why does it support D&I goals?

Accepted Answer

Asking all candidates the same job-related questions and scoring consistently

Answer

Structured interviews reduce interviewer bias by ensuring every candidate is evaluated on the same criteria, which promotes fair and equitable hiring.

Question 5

Which federal law prohibits employment discrimination based on pregnancy, childbirth, or related conditions?

Accepted Answer

The Pregnancy Discrimination Act (PDA)

Answer

The Pregnancy Discrimination Act of 1978 amended Title VII to explicitly prohibit discrimination based on pregnancy, childbirth, or related medical conditions.

USA - Hire Assessment Practice Test

USA - Hire Assessment Practice Test

USA Diversity and Inclusion in Hiring 2