Professional Documents
Culture Documents
True/False Questions
1. According to the U.S. Supreme Court, white managers using the term “boy” in reference to
black employees is not enough evidence of workplace race discrimination.
Answer: False
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Background of Racial Discrimination in the United States
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: In 2006, the U.S. Supreme Court unanimously held that the term “boy” used by
white managers at an Alabama Tyson Foods plant to refer to black employees could, alone, be
used as evidence of workplace race discrimination. The term is one used in the slave and Jim
Crow era to refer to black men.
2. The U.S. Department of Labor Glass Ceiling Studies in 1991 and 1995 found that
minorities plateau at a higher corporate level than women.
Answer: False
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Race: Putting It All Together
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: The U.S. Department of Labor Glass Ceiling Studies in 1991 and 1995 of barriers
to full management participation in the workplace by women and minorities found that
6-1
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
minorities had made strides in entering the workplace, but a “glass ceiling” exists beyond
which minorities rarely progress. The study found that minorities plateau at a lower corporate
level than women, who plateau at a lower level than white males.
3. The Voting Rights Act of 1965 gave African-Americans full voting rights in the United
States.
Answer: True
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Background of Racial Discrimination in the United States
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: It was not until the Voting Rights Act of 1965 that African-Americans received full
voting rights in the United States. Before this, the simple act of registering to vote could cost
an African-American his or her job, family, home, or life.
4. Researchers have found that African-Americans who leave messages in response to ads
often never receive return calls, while whites almost always do.
Answer: True
LO: 06-03 Set forth the findings of several recent studies on race inequalities.
Topic: Surprised?
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: When researchers sent out identical résumés for jobs listed in the newspaper, with
the only difference being the names of the applicants, those with “ethnic” names like Jamal or
Lakiesha received 50 percent fewer callbacks for jobs than the identical résumés with
traditionally white names like Megan or Brad. In addition, researchers have found linguistic
profiling—African-Americans who leave messages in response to ads often never receive
return calls, while whites almost always do.
5. Under reverse race discrimination, the ultimate burden of persuasion remains always on the
defendant.
Answer: False
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Title VII of the Civil Rights Act of 1964 prohibits race discrimination against all
persons, including Caucasians. A plaintiff may prove a claim of discrimination through direct
or circumstantial evidence. Also, the ultimate burden of persuasion remains always on the
plaintiff.
6-2
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
6. Title VII of the Civil Rights Act of 1964 permits employer actions that discriminate based
on race-linked illness.
Answer: False
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Title VII of the Civil Rights Act of 1964 prohibits employer actions that
discriminate based on race-linked illness. Title VII prohibits employer actions that
discriminate, by motivation or impact, against persons because of race.
7. Discrimination against an individual based on perception of his or her race violates Title
VII of the Civil Rights Act of 1964 even if that perception is wrong.
Answer: True
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Title VII of the Civil Rights Act of 1964 prohibits employment discrimination
against an individual based on a belief that the individual is a member of a particular racial
group, regardless of how the individual identifies himself. Discrimination against an
individual based on a perception of his or her race violates Title VII even if that perception is
wrong.
9. Actions for racial harassment, unlike those of race discrimination under Title VII of the
Civil Rights Act of 1964, cannot be brought under the post–Civil War statutes, state human
rights or fair employment practice laws, or constitutional provisions.
Answer: False
6-3
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: Racial Harassment
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Actions for racial harassment, like those of race discrimination under Title VII of
the Civil Rights Act of 1964, may be brought under the same alternative statutes as race
discrimination, as appropriate—that is, the post–Civil War statutes, state human rights or fair
employment practice laws, or constitutional provisions.
10. Lighter-toned Hispanics, East Asians, and Asians, among others, all have experienced
serious color issues within their cultures.
Answer: True
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: A Word about Color
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Color has been a divisive issue for as long as African-Americans have been in the
United States, and it still is. As other ethnicities have joined the mix, it is clear that color is an
issue with them also. Lighter-toned Hispanics, East Asians, and Asians, among others, all
have experienced serious color issues within their cultures.
11. The only time that a discussion of race should be initiated in a workplace is in the midst of
an allegation of racial discrimination.
Answer: False
LO: 06-06 Describe ways in which an employer can avoid potential liability for race and color
discrimination.
Topic: Management Tips
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Employers should not shy away from discussing race when the issue arises. It is
important for employers to provide a positive, nonthreatening, constructive forum for the
discussion of racial issues.
12. Employees can sue under the state or federal Constitution for a denial of equal protection
if they work for the government or under state tort laws for defamation, intentional infliction
of emotional distress, assault, or any other tort the facts support.
Answer: True
LO: 06-06 Describe ways in which an employer can avoid potential liability for race and color
discrimination.
Topic: A Word about Color
Blooms: Remember
6-4
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
13. Which of the following is the first of the prohibited categories in Title VII of the Civil
Rights Act of 1964?
A) Discrimination based on economic class
B) Discrimination based on gender
C) Discrimination based on race
D) Discrimination based on social status
Answer: C
LO: 06-01 Discuss and give details on the history of race discrimination and civil rights in the
United States.
Topic: Surprised?
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Race is the first of the prohibited categories in Title VII of the Civil Rights Act of
1964, the main reason for passage of the law, and it remains, even today, a factor in the lives
of many employees. Race still matters more than many may realize.
14. In 2008, the U.S. House of Representatives passed a resolution apologizing for _____.
A) slavery, Jim Crow, and its present-day impact on blacks
B) terrorism and its impact on foreign trade
C) corruption, bad governance, and its impact on the economy
D) unemployment and its impact on young Americans
Answer: A
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Background of Racial Discrimination in the United States
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: In 2008, the U.S. House of Representatives passed a resolution apologizing for
slavery, Jim Crow, and its present-day impact on blacks. The Senate passed a similar
resolution the next year.
15. Title VII’s (of the Civil Rights Act of 1964) ban on racial discrimination applies:
A) only to black people.
B) specifically to black and Hispanic people.
C) to all citizens equally.
D) to all member countries of the United Nations.
6-5
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
Answer: C
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: General Considerations
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: Title VII of the Civil Rights Act of 1964 was enacted primarily in response to
discrimination against African-Americans in the United States, but the act applies equally to
all. However, there are times when it appears the law does not equally protect rights of
nonminorities; this is done only in a remedial context with strict safeguards in place.
16. Before the Civil Rights Act of 1964, the Slave Codes or the Black Codes:
A) helped in eliminating slavery and racial discrimination against blacks completely.
B) helped in exercising psychological control over blacks in the United States.
C) mandated that employers should provide extra benefits to their black employees.
D) prohibited blacks from seeking any sort of employment in the United States.
Answer: B
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Background of Racial Discrimination in the United States
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: In many places, there were many more slaves than whites, so absolute control was
necessary in order to prevent slave uprisings, which were a major concern for whites. Without
having sufficient manpower to exercise this control physically, such control had to be
imposed psychologically, as well. This was done quite systematically and with the intention
of keeping the system of slavery in place forever. Each of the rules and regulations contained
in the Slave Codes, and later, after Reconstruction, in the Black Codes, was designed to do
this.
17. Brett, the manager at Warson’s Diner, plans to promote Keisha, one of the waitresses, to
the position of an assistant manager. However, the owner, being racially biased, prevents him
from doing so. Later, when Brett wants to promote one of the delivery boys to waiter, the
owner again vetoes his recommendation on the grounds that his customers would feel
uncomfortable having a black man deliver their food. Brett, extremely frustrated, offers
Keisha and the delivery boy their promotions as he finds them deserving. Subsequently, Brett
gets fired. Which of the following holds true in this scenario?
A) Brett has a cause of action against Warson’s Diner for retaliatory discharge under Title VII
of the Civil Rights Act of 1964.
B) Brett has a cause of action against Warson’s Diner based on the bona fide occupational
qualification defense.
C) Brett is liable for racial discrimination because as a manager he failed to change the
company’s policy regarding promotion of African-Americans.
D) Brett is liable because he failed to follow the instructions provided by his employer.
6-6
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
Answer: A
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: Background of Racial Discrimination in the United States
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Brett has a cause of action against Warson’s Diner for retaliatory discharge under
Title VII of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission
(EEOC) filed suit in 2013 against a company that not only fired a white employee who
recommended that a black temporary employee be hired full-time and given benefits, but
rejected her suggestion by “punctuating it with racist language.” The latest EEOC statistics
for FY 2013 indicated that race remains one of the most frequent types of claim filed with the
agency, with it being only second to retaliation claims, and just ahead of gender.
18. Sharon, a white female, and James, a black male, who work at the NewThings Mart as
cashiers decide to steal some bottles of beer. Sharon watches the front of the store, while
James loads the beer into his truck from the store’s inventory room. Neither of them was
aware of the security cameras in the store. The owner, being notified of the theft by the
security guard, terminates Sharon and gives James a written warning. Which of the following
holds true in this scenario?
A) Sharon has no cause of action because she is an at-will employee.
B) Sharon has no cause of action because she does not belong to a protected class.
C) Sharon has a cause of action under Title VII of the Civil Rights Act of 1964 because the
act applies equally to all.
D) Sharon has a cause of action under Title VII of the Civil Rights Act of 1964 for retaliatory
discharge.
Answer: C
LO: 06-02 Explain the relevance of the history of civil rights to present-day workplace race
discrimination issues.
Topic: General Considerations
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Sharon has a cause of action under Title VII of the Civil Rights Act of 1964 for
racial discrimination. Title VII was enacted primarily in response to discrimination against
African-Americans in the United States, but the act applies equally to all.
19. Martha, a black woman, had been working as an associate photographer for The Fashion
Final Magazine for five years. When the chief photographer position was open, Martha
applied for the position but did not get selected. Instead, Sally, a white woman, was appointed
as the chief photographer. Even though Martha was aware that Sally had better qualifications
and experience to be a chief photographer, she filed a racial discrimination claim with the
Equal Employment Opportunity Commission (EEOC). Which of the following holds true in
this scenario?
A) Martha’s complaint will prevail because an employee can be hired or promoted simply
6-7
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
20. A five-year, seven-volume study by the Russell Sage Foundation found that:
A) racial stereotypes and attitudes heavily influenced the labor market, with blacks landing at
the very bottom.
B) networking within an organization and having a mentor do not give African-American men
the same measurable benefits as whites.
C) obtaining new employees through word-of-mouth recruitment helps create a heterogeneous
workplace.
D) African-Americans are easier to get along with than other ethnic groups.
Answer: A
LO: 06-03 Set forth the findings of several recent studies on race inequalities.
Topic: Surprised?
Blooms: Remember
AACSB: Analytical Thinking
Difficulty: 1 Easy
Feedback: A five-year, seven-volume study by the Russell Sage Foundation found that “racial
stereotypes and attitudes heavily influenced the labor market, with blacks landing at the very
bottom.” Also, other research showed that employers would rather hire a white man who had
served time in prison than a black man who had not.
22. Marla, a white woman, is married to an African-American man and has a biracial son. She
works as a counselor for a large private school. One day, Marla’s husband and son stop by the
school to pick her up after work. A few days later, Marla is fired from her job without any
reasonable cause. Marla believes that the termination is based on her employer’s reaction to
her husband and son. Thus, Marla has a claim under Title VII of the Civil Rights Act of 1964
based on:
A) disparate impact.
B) constructive discharge.
C) discrimination by association.
D) discrimination by perception.
Answer: C
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Marla has a claim under Title VII of the Civil Rights Act of 1964 based on
discrimination by association. It is unlawful to discriminate against a white person because he
or she is married to an African-American or has a multiracial child, or because he or she
maintains friendships or otherwise associates with persons of a certain race.
23. Zhu is the owner of Orchid Cleaning and Housekeeping Services. He never hires or
promotes a black applicant to the position of supervisor because he believes that his
predominantly Asian crew will not follow instructions from a black supervisor. Thus, Zhu is
liable for:
A) reverse discrimination against an individual because of others’ perceptions about the
individual.
B) disparate treatment, and he cannot use the bona fide occupational qualification defense to
protect himself.
C) constructive discharge, but he can use the business necessity defense to protect himself.
6-9
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
24. Which of the following is meant by researchers when they refer to the concept of “new
racism”?
A) They are referring to the idea that blacks are unable to break the glass ceiling and attain
positions in upper-level management.
B) They are referring to the idea that people appear to be more racist, on average, since the
Great Depression.
C) They are referring to the idea that whites think everything is fair for everyone, so nothing
need be done to ensure equal opportunity anymore.
D) They are referring to the idea that in recent times, discrimination is based on an
individual’s economic status rather than his or her race.
Answer: C
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Understand
AACSB: Analytical Thinking
Difficulty: 2 Medium
Feedback: 9 out of 10 whites under 30 believe African-Americans and whites are treated
equally. With this mind-set, employers would be less likely to respond appropriately to claims
of racial discrimination from nonwhite employees and thus increase the likelihood of liability
under Title VII of the Civil Rights Act of 1964. In fact, researchers refer to the idea that
whites think everything is fair for everyone, so nothing need be done to ensure equal
opportunity anymore, as the “new racism.”
25. Briana was employed as a flight attendant by Tropical Coast Airlines. She was the only
black female flight attendant on the airplane she was assigned to. At her job, Briana was
frequently subjected to racial slurs, misbehavior, and threats from her co-workers. One co-
worker even told their supervisor that the airline’s customers would not want to take orders
from a black girl in the case of an in-flight emergency. Unable to tolerate the hostile
environment, Briana quit her job. Which of the following holds true in this scenario?
A) Briana has a cause of action for racial harassment under 42 U.S.C. section 1983.
B) Briana does not have a cause of action for racial harassment, as she resigned at her own
6-10
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
will.
C) Briana has a cause of action for racial harassment under Title VII of the Civil Rights Act
of 1964, as there is evidence that she was harassed.
D) Briana does not have a cause of action for racial harassment, as the actions of her co-
workers were not pervasive or severe.
Answer: C
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Briana has a cause of action for racial harassment under Title VII of the Civil
Rights Act of 1964, as there is evidence that she was harassed. To hold an employer liable for
racial harassment, an employee must show that the harassment was (l) unwelcome, (2) based
on race, and (3) so severe or pervasive that it altered the conditions of employment and
created an abusive environment, and that (4) there is a basis for imposing liability on the
employer.
26. Harold, a black man, worked for Alegius Financial Services as a sales representative. On
three separate occasions over a period of six months, an anonymous co-worker left racist
literature on the desks of all of the employees, including the supervisors’. Also, on the first
working day of every month, the employees and the supervisors would receive a link to a
hate-based website from an unknown e-mail address. Harold did not raise an issue in his
office. Instead, he filed a claim with the Equal Employment Opportunity Commission
(EEOC) and later sued Alegius for racial harassment. Which of the following holds true in
this scenario?
A) Harold will lose his case because he was not directly subjected to the racial harassment.
B) Harold will lose his case because he did not give his employer an opportunity to
investigate the incident.
C) Harold will win his case because the employer has violated a bona fide occupational
qualification.
D) Harold will win his case because the employer was aware of the racially harassing
behavior, yet no discipline was imposed.
Answer: D
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Harold will win his case because the employer was aware of the racially harassing
behavior, yet no discipline was imposed. An employer is responsible for racial harassment if
the employer himself or herself is the one who perpetrates the harassment, or if it is permitted
in the workplace by the employer or supervisory employees.
6-11
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
27. Rasheed Olson, a black man with a bachelor’s degree in physical education, applies for a
job at a gym along with a white friend who has the same qualifications. Although his friend
gets an interview call from the gym, Rasheed does not receive any interview calls. Suspecting
that his application was rejected due to his first name, Rasheed submits an identical résumé to
the same gym but changes his first name on the résumé. Consequently, he is invited for an
interview. In this scenario, Rasheed has been a victim of:
A) disparate impact because of his association with someone of a particular race.
B) discrimination based on the perception of his race.
C) constructive discharge under Title VII of the Civil Rights Act of 1964.
D) reverse discrimination under 42 U.S.C. section 1983.
Answer: B
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Rasheed has been a victim of discrimination based on the perception of his race.
Discrimination based on perception refers to employment discrimination against an individual
based on a belief that the individual is a member of a particular racial group, regardless of
how the individual identifies himself. Discrimination against an individual based on a
perception of his or her race violates Title VII of the Civil Rights Act of 1964 even if that
perception is wrong.
28. David, a Hispanic employee at Bluerock Tire Manufacturing Company, contacted the
plant manager to inform him that his supervisor, Bill, treated him in a bad manner simply
because he was Hispanic. After Bill learned that David had complained, Bill told other
supervisors that David was lazy and irresponsible, and he made jokes about David’s accent.
Which of the following holds true in this scenario?
A) Bluerock Tire Manufacturing Company will not be liable because it is a personal problem
between David and Bill.
B) David has been a victim of discrimination based on race, and thus he has a valid racial
harassment claim against the employer.
C) David can file a disparate impact claim against Bluerock Tire Manufacturing Company
under 42 U.S.C. section 1983.
D) Bluerock Tire Manufacturing Company is not liable because David was not actually
harmed.
Answer: B
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: In this scenario, David has been a victim of discrimination based on race; thus, he
has a valid racial harassment claim against the employer. To hold an employer liable for racial
6-12
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
harassment, the employee must show that the harassment was based on race. Title VII of the
Civil Rights Act of 1964 prohibits employment discrimination against a person because of
cultural characteristics often linked to race or ethnicity, such as a person’s name, cultural
dress and grooming practices, or accent or manner of speech.
29. “9 out of 10 whites under 30 believe African-Americans and whites are treated equally.”
A potential implication of this is:
A) employers would be more likely to take steps to reduce racial discrimination in the
workplace.
B) there would be a decline in the number of race-based discrimination claims filed by
nonwhite employees with the Equal Employment Opportunity Commission (EEOC) or any
other similar federal agencies.
C) employers would face more reverse discrimination claims from white employees under
Title VII of the Civil Rights Act of 1964.
D) employers would be less likely to respond appropriately to claims of racial discrimination
from nonwhite employees and thus increase the likelihood of liability under Title VII of the
Civil Rights Act of 1964.
Answer: D
LO: 06-04 Identify several ways that race and color discrimination are manifested in the
workplace.
Topic: Evolving Definitions of Race
Blooms: Understand
AACSB: Analytical Thinking
Difficulty: 2 Medium
Feedback: Things have changed dramatically in the 50 years since the passage of the Civil
Rights Act of 1964; however, with the mind-set of this poll’s findings, employers would be
less likely to respond appropriately to claims of racial discrimination from nonwhite
employees and thus increase the likelihood of liability under Title VII (of the Civil Rights Act
of 1964). Even in the midst of legalized segregation and Jim Crow, polls showed that whites
thought blacks were treated equally.
30. Alex, an African-American with a meritorious law degree, is hired as the first black
associate at a prestigious law firm under an affirmative action recruiting program. He handles
routine assignments outstandingly. After a few months, Alex realizes that unlike the other
first-year associates, he is being given less complex projects, which prevents him from
growing at his job. Having asked for more challenging work, Alex is told that the work he is
being given is what is expected out of him and is appropriate for his level of experience. Alex
files a complaint of race discrimination with the Equal Employment Opportunity Commission
(EEOC). In this scenario, Alex has:
A) no basis for a complaint of race discrimination because his job was not affected by his
assignments.
B) no basis for a complaint of race discrimination due to the business necessity defense.
C) a basis for a claim of discrimination because he is being treated differently from others
who are similarly situated and not of his race.
D) a basis for a claim of discrimination under the bona fide occupational qualification
defense.
6-13
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authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
Answer: C
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: Recognizing Race Discrimination
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Alex has a basis for a claim of discrimination because he is being treated
differently from others who are similarly situated and not of his race. Often employers are
held liable for race discrimination because they treated employees of a particular race
differently without even realizing that they were building a case of race discrimination for
which they could ultimately be liable.
31. Maya is claiming that she was subjected to racial harassment by her co-workers. To hold
her employer liable for racial harassment, Maya must prove that:
A) the harassment was unwelcome and was based on race.
B) she is a member of a protected class or minority race.
C) the harassment was not just verbal.
D) she has the bona fide occupational qualification defense.
Answer: A
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: Racial Harassment
Blooms: Understand
AACSB: Analytical Thinking
Difficulty: 2 Medium
Feedback: To hold her employer liable for racial harassment, Maya must prove that the
harassment was unwelcome and was based on race. To hold an employer liable for racial
harassment, the employee must show that the harassment was (l) unwelcome, (2) based on
race, and (3) so severe or pervasive that it altered the conditions of employment and created
an abusive environment, and that (4) there is a basis for imposing liability on the employer.
6-14
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
Chapter 06 – Race and Color Discrimination
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: A Word about Color
Blooms: Apply
AACSB: Reflective Thinking
Difficulty: 3 Hard
Feedback: Monica has a discrimination claim under Title VII of the Civil Rights Act of 1964
because color discrimination can occur between members of the same race. Even though race
and color clearly overlap, they are not synonymous. Thus, color discrimination can occur
between persons of different races or ethnicities, or between persons of the same race or
ethnicity.
33. To hold an employer liable for racial harassment, an employee must show that:
A) the harassment was severe or pervasive enough to alter the conditions of employment.
B) he or she is a member of a protected class.
C) the harassment involved physical abuse.
D) he or she has been working for the employer for more than five years.
Answer: A
LO: 06-05 Explain why national origin issues have recently been included under race
discrimination claims by the EEOC.
Topic: Racial Harassment
Blooms: Understand
AACSB: Analytical Thinking
Difficulty: 2 Medium
Feedback: To hold an employer liable for racial harassment, the employee must show that the
harassment was (l) unwelcome, (2) based on race, and (3) so severe or pervasive that it altered
the conditions of employment and created an abusive environment, and that (4) there is a
basis for imposing liability on the employer. The employer is responsible for such activity if
the employer himself or herself is the one who perpetrates the harassment, or if it is permitted
in the workplace by the employer or supervisory employees.
34. Juan is a chemical engineer at Blue Ring Chemicals. He is the only Hispanic employee in
his department. He is terminated after 10 months on the job based on poor performance.
According to his supervisor, Juan continued to be the least productive employee in the
department is spite of frequent feedback and training given to him. Juan believes he has a
good claim for discrimination because he was the only Hispanic in the department. Which of
the following holds true in this scenario?
A) Juan does not have a claim for discrimination under Title VII of the Civil Rights Act of
1964 because he was terminated for poor performance, a legitimate nondiscriminatory reason.
B) Juan has a valid claim for discrimination under Title VII of the Civil Rights Act of 1964
because he is protected by an affirmative action plan.
C) Juan does not have a claim for discrimination under Title VII of the Civil Rights Act of
1964 because Hispanics are not a protected category.
D) Juan has a valid claim for discrimination under Title VII of the Civil Rights Act of 1964
because the action taken against him was severe or pervasive in nature.
Answer: A
6-15
© 2015 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not
authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated,
forwarded, distributed, or posted on a website, in whole or part.
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définitif, un cri tel du dieu intérieur qu’on ne peut ni hésiter, ni s’y
tromper. Or, manifestement, tu ne perçois rien de tout cela. Donc, tu
peux faire un prêtre, peut-être un bon prêtre, mais enfin Dieu ne t’y
aura point contraint.
Il s’arrêta pendant quelques secondes et, devant la mine
penaude de son ami, ajouta :
— Maintenant n’oublie pas que je ne suis qu’un juif qui n’entend
rien à toutes ces choses.
Il se tourna vers François, pour changer de conversation :
— Eh ! mais, que contemples-tu, toi ? Fichtre !
— Je crois bien que ce sera ma fiancée, dit Régis en lui tendant
une petite photographie. Mon père me pousse beaucoup à me
marier jeune, il voudrait, comme il dit, faire sauter des petits-fils de
bonne heure. Or, voilà : à la pension de famille Riquet que j’habitais
autrefois ici et que vous connaissez bien, la patronne avait une nièce
de deux ans plus jeune que moi et qui habite avec son père dans le
Rouergue ; ne la reconnaissez vous pas ? enfants, vous l’avez
pourtant souvent vue cette petite qui était si gentille !
— Mais en effet, s’écria Bernard, je la reconnais ! C’est cette
petite Angèle Mauléon qui m’agaçait tellement.
— Justement ! Eh bien ! figurez-vous qu’en arrivant avant hier à
Paris je revois mon Angèle Mauléon chez sa tante, mais combien
transformée ! Est-elle belle ! Dites-moi si ce visage n’appelle pas le
baiser ? Avec cela, douce, tendre, vraiment charmante ; son père va
venir ; mon père le verra ; quand ils repartiront pour le Rouergue je
serai fixé. Si tout marche vous serez de noce à mon retour, c’est à
dire dans trois ans.
— Voilà de longues fiançailles, dit Bernard.
— N’est-ce pas, l’abbé ? » répondit François en gouaillant. Il se
tut aussitôt devant l’expression du visage blessé. Mais Abraham :
— Si tu avais la vocation, tu prendrais une autre mine, mon
vieux, quand on te donnerait un titre dont tu devrais sentir la
grandeur.
Le jeune Rabevel fit une mine désolée. Il sentait bien la justesse
de telles observations mais il lui semblait que bien des éléments de
jugement échappaient à Blinkine et il ne pouvait vraiment tout dire,
tout expliquer, tout exposer : un tel faisceau de choses, de
réflexions, d’actes, de projets composaient le bloc de sa vie
intérieure. Tout cela vraiment n’était pas si simple : il en avait de
bonnes, cet Abraham. Croyait-il que la vocation fût chose si facile, si
nette, qu’il ne fallût pas chercher en gémissant ; et même que les
desseins de Dieu ne fissent pas leur part aux tentations ? Il eut un
élan de piété : les voies de Dieu sont impénétrables, qui sait si ce
déjeuner, ce spectacle soudain de vie aimable et aisée, ce n’était
pas là justement une épreuve ? Il quitta ses camarades ; dans le
vestibule, un chapeau de Claudie lui rappela la scène de tout à
l’heure : il revit la gorge à peine voilée de la jeune femme, il en sentit
le parfum et de nouveau ce baiser écrasé de figue mûre ; encore
une fois toutes ses théories théologiques se présentèrent et
vacillèrent. Il les éprouva détachées du bloc de sa personne propre,
prêtes à tomber ; il s’y raccrocha désespérément en faisant en lui
une espèce de nuit. Des souvenirs terribles lui venaient : Jouffroy
perdant la foi en quelques heures dans une tempête intellectuelle, tel
autre philosophe, tel pénitent sur la voie de la sainteté, subitement
égarés d’un coup ; il observait que ces hommes avaient eu
précisément le caractère orageux et impulsif, l’intelligence prompte
et dure qui étaient les siens. Il sentit la peur ; plus que jamais il se
raccrochait. Il se refaisait les raisonnements métaphysiques du Père
Régard, se récitait des preuves : mais que cela lui paraissait pâle et
flou ! il marchait là, dans la vie, son pas était élastique sur le sol
ferme ; il coudoyait les passants ; parfois une chair de femme
s’appuyait à lui dans la foule ; que ces raisonnements étaient loin ! Et
puis enfin, Dieu, s’il existait… (S’il existait ! Mais oui, il existait,
malice du Démon !) enfin, Dieu n’avait pas fait la morale de l’Église ;
et, avec celle-ci, d’ailleurs… La casuistique qu’il n’avait jamais songé
à appliquer à sa défense vint à lui, indulgente et bienfaisante. Il y
pressentit tous les repos et il rêvait vaguement d’une libération
définitive.
Par moments pourtant une révolte contre lui-même le secouait. Il
se trouvait dégoûtant, bas et lâche ; et si coupable. Il fut sur le point
de retourner au collège… Non, il n’irait pas, que dirait-on ? Il devait
voir les siens, prendre ces quinze jours de réflexion et de repos. Le
Père Régard avait bien prévu la crise, il comptait sur lui. Soudain,
comme il entrait dans la rue des Rosiers, il songea combien il était
indigne de la confiance du Jésuite. Il se jugea méprisable. Et sans
plus réfléchir, les larmes aux yeux, il prit les jambes à son cou et
courut tout d’une traite jusqu’à la rue des Francs-Bourgeois. Il se
confesserait, il ferait pénitence, demain il communierait et
commencerait une retraite ; maintenant il sentait bien que Dieu
l’appelait. Il arriva au Collège, monta jusqu’à la chambre du Père :
elle était vide. Il redescendit ; on lui apprit que le Père dînait chez le
curé de la Madeleine. Il s’aperçut alors qu’il était déjà tard. Il résolut
sur-le-champ de dîner à la maison puis d’aller aussitôt à la
Madeleine. Mais qu’allait-on dire chez lui quand il dirait qu’il venait
de se décider à entrer dans les Ordres ?
Bien sûr, on ne demanderait pas mieux que de se débarrasser
d’un enfant gênant et difficile. Il se reprocha ce jugement téméraire.
Il rentra et trouva son monde attablé. Rodolphe était couché ; on
l’entendait tousser dans la chambre : « Il ne va pas » dit Eugénie.
Elle était toujours belle, même resplendissante. A un moment son
sein se souleva, ce sein qu’il avait touché et il imagina dans un éclair
Blandine nue devant les lions. Quand il expliqua sa venue, les vieux
ne dirent rien ; ils étaient cassés et pour la première fois sortant
devant eux de lui-même il les trouva affaissés, usés, si changés en
ces quatre ans où il les avait à peine entrevus. Noë lui dit : « Mon
petit, tu es libre, entièrement libre ; je ne tiens pas à avoir un curé
dans la famille mais, enfin, tu es libre de le devenir ». Et comme
Bernard regardait Eugénie d’un air interrogateur : « Que veux-tu que
je te dise ? » fit-elle. « Ton oncle a raison ; et puis, c’est lui le maître à
cette heure, comme de juste. Il nourrit la maisonnée depuis la
maladie de Rodolphe. » Noë la fit taire. C’était la justice qu’il aidât
les siens. Encore heureux qu’il pût le faire ne s’étant pas marié. Une
rougeur fugitive passa sur leur front. Bernard sentit parfaitement et
comme matériellement la présence du désir, pour si respectueux,
secret et peut-être inconscient ou terrorisé de l’inceste que fût ce
désir. Adossé à sa chaise, il voulut s’examiner, fermer les yeux. Mais
des images nues le visitaient qu’il ne se rappelait pas avoir jamais
vues. Il se reprochait sa complaisance en s’y attardant. Tout d’un
coup il se souvint qu’il devait aller à la Madeleine ; bah ! neuf heures,
il avait le temps. Eugénie lui servait du thé ; par la grande
emmanchure du peignoir il vit tout entier le bras, la chair ferme et
blanche, le duvet au fond et l’ombre qui partait de l’aisselle
trahissant une rondeur commençante ; elle continuait à le considérer
comme un petit garçon, lui mit la main sur les yeux par gaminerie : il
appuya sa tête au creux de la poitrine et il sentait le cœur battre et
les seins tièdes contre ses oreilles glacées. Dix heures ! il ne pouvait
se résoudre à sortir. Eugénie alluma enfin les bougies, et lui souhaita
le bonsoir. « Ta chambre est prête » lui dit-elle. Il monta. Devant la
glace il se peigna soigneusement : « Je prendrai l’omnibus à l’Hôtel
de Ville, se disait-il, je serai chez le curé de la Madeleine à la demie,
ce sera assez tôt, je sais que le Père ne s’en va jamais avant onze
heures quand il dîne là ». Il lustra ses bottines d’un coup de chiffon,
prit le bougeoir et se disposa à sortir de la chambre. Comme il
mettait la main sur le bouton de la porte, il crut entendre un soupir ; il
s’arrêta ; le bruit se répéta, venant de la chambre voisine ; il comprit
aussitôt et il lui sembla en même temps qu’il refusait de s’examiner,
de soumettre ses actes prochains à sa conscience ; il repoussait
toute réflexion définie, devenait un automate volontairement
abandonné à l’instinct. Il quitta son chapeau, ses chaussures, se
dévêtit, passa sa chemise de nuit et son caleçon, mit ses pieds dans
des savates ; puis, résolument, il cogna à la cloison : « Avez-vous
fini ? » cria-t-il. Un colloque de voix confuses lui répondit. Puis une
voix d’homme insultante : « Ta gueule eh ! curé ! » Il eut un sourire
de triomphe, sortit, essaya de pousser la porte voisine sous laquelle
filtrait un rais de lumière. La porte résista ; il força lentement,
irrésistiblement, arqué de tous ses muscles ; le verrou léger céda
enfin. Brusquement entré, il se vit en face de deux êtres nus, et,
délibérément, se jeta sur le mâle. Toute sa jeune puissance
inentamée, sa vigueur vierge se décuplait du désir de la femme. Il
empoigna l’homme au cou, l’attira au sol et sonna de sa tête à
plusieurs reprises sur les carreaux avec une rage qu’il ne s’expliquait
même pas ; il entendait haleter la femme immobile derrière lui ;
l’autre ne bougeait plus. Il crut tout d’un coup l’avoir tué et sua mais
l’homme reprenait ses sens ; il lui mit ses hardes sur les bras, le
dressa debout, le porta presque jusqu’à la porte de l’escalier de
secours et d’une bourrade le précipita dans le limaçon. Il referma la
lourde porte derrière lui, poussa le verrou et revint à la chambre où
la femme hébétée, toute nue, restait assise sur le bord du matelas. Il
observa que ce n’était pas la même servante qu’auparavant mais
qu’elle était jeune et désirable. « Couche-toi donc », lui dit-il. Elle le
regarda craintivement et s’étendit, retenant son souffle. Mais lui,
d’une voix rauque :
— Allons, fais-moi place.
Elle le regarda de nouveau, le trouva beau et fort, sourit un peu
et se poussa vers le mur. Alors il acheva de se dévêtir et s’allongea
auprès d’elle.
CHAPITRE TROISIÈME