HomeEmploymentDEI Quiz!: Employment & Labor Insider

DEI Quiz!: Employment & Labor Insider

Range, fairness, and inclusion applications in employment are more and more being challenged within the courts. How a lot are you aware concerning the legalities? Take our quiz and discover out! This can be a onerous one, however, as at all times, the solutions will seem on the finish of every query, so you’ll be able to cheat all you need, and we’ll by no means know.

In case you make it to the top, there can be a particular prize, chosen particularly for you.

Prepared? Right here we go!

No. 1: It’s authorized for employers to discriminate primarily based on race, ethnicity, or intercourse, so long as they’re discriminating in opposition to the “majority” teams.



ANSWER: FALSE. With very restricted exceptions, discrimination is in opposition to the legislation, even when the victims are white or male. Or each, even.

No. 2: It’s authorized for employers to limit particular coaching and mentoring alternatives to members of sure racial or ethnic teams, or to ladies.



ANSWER: FALSE. See reply to No. 1.

No. 3: It’s unlawful to base a race-, ethnic-, or gender-specific range initiative on the truth that eligible members could have traditionally been victims of discrimination in society.




No. 4: Which of the next justify an employer’s taking race, ethnicity, or intercourse into consideration when making employment-related selections?

A. If it is thought of to adjust to a voluntary affirmative motion plan that was adopted to rectify historic discrimination within the firm, with respect to sure jobs that exist on the firm, or with respect to the trade during which the corporate operates.

B. If it is thought of as a result of members of a sure race, ethnic group, or intercourse have traditionally been discriminated in opposition to in society.

C. Nothing justifies taking race, ethnicity, or intercourse into consideration. This can be a trick query.

D. Not one of the above.

ANSWER: A. Right here is the Steerage issued by the EEOC on voluntary affirmative motion plans. And right here is a really useful weblog publish that Cara Crotty, who forgot extra about this topic than I ever knew, wrote in 2021. This bulletin by Cara and David Phippen — written final summer season, proper after the U.S. Supreme Court docket ruling in College students for Truthful Admissions — additionally has wonderful data.
It is necessary to notice that quotas or set-asides are at all times illegal. 

No. 5: Which of the next is NOT advisable in reference to an employer’s DEI program?

A. Selling equal employment alternative and eliminating discrimination within the office.

B. Looking for to increase swimming pools of certified job candidates and inside candidates for promotion and different advantages. 

C. Establishing Worker Useful resource Teams which are open solely to members of sure races or ethnicities.

D. Providing management growth to workers who’ve been deprived in a roundabout way (for instance, first-generation professionals or first-generation school graduates) with out making distinctions by race, ethnicity, or intercourse.

E. Reviewing employment practices for discrimination, and making the modifications wanted to remove the discrimination.

F. Changing the “previous white boys’ membership” with a management program that’s open solely to workers of shade.

ANSWER: C and F.

No. 6: Which of the next statements about Worker Useful resource Teams is true?

A. It is all proper to have an ERG primarily based on race that’s closed to members who should not of that race.

B. ERGs must be open to any worker who needs to hitch and who shares the general imaginative and prescient of the ERG.

C. ERGs primarily based on race, ethnicity, or intercourse at all times violate Title VII as a result of they’re per se discriminatory.

ANSWER: B. It is positive to have ERGs primarily based on race, ethnicity, or intercourse, so long as all workers who agree with the group’s philosophy are eligible to hitch.

No. 7: DEI coaching might arguably create a hostile work setting if attendance is obligatory and if members of sure racial or ethnic teams, or one intercourse, are disparaged.



ANSWER: TRUE. As with all hostile work setting claims, quite a bit will rely upon what precisely was mentioned, and the context during which it was mentioned. Underneath federal legislation, harassment must be “extreme or pervasive” to be legally actionable. However it’s a chance.

Whew! That was onerous. Within the immortal phrases of my legislation companion, Zan Blue, this IS rocket science.


0-2 appropriate: Properly, you understand what? Congratulations for making an attempt!

3-5 appropriate: Even a mediocre efficiency on this quiz makes you a star!

6-7 appropriate: You’re a range genius! Take a bow! 

Sure, you all did nice! And right here is that particular reward that I promised you:

Do not get it?*

     *You rule!!!

Oh, and off subject, remember:

through GIPHY

Until you are in Arizona (except for the Navajo Nation) or Hawaii, during which case you’ll be able to disregard this PSA.

Have an incredible weekend! 



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