106. One side
effect of EEO law enforcement is the belief among managers and mainstream
employees that organizations have had to compromise their standards to comply.

107. The glass ceiling is
an intangible barrier within an organization that prevents members of
non-protected classes from filling positions above a certain level.

108. African-Americans constitute about 12% of the U.S. workforce.

109. In general,
African-Americans and people of Hispanic origin have less educational
preparation for the workplace than whites do.

110. Asian-Americans have largely overcome their stereotypes and are
highly represented in top corporate positions to the degree that in some
technical industries they are over-represented.

111. Stereotypes
of minority behavior are as true among minorities as they are among majorities.

112. Most
managers accurately estimate the cost of accommodating for disabled workers.

113. Most
immigrants entering the United States today are better educated and less likely
to end up on welfare than in the past.

114. Homosexuals
are extended the same employment discrimination rights as other protected-class
groups under the Civil Rights Act of 1991.

115. Language is
a bigger problem for Latinos than for any other group.

116. Latinos are always individuals who are
from Latin American descent.

117. One place
where diversity has grown with little difficulty is in the aging of the
workforce, in that managers do not hold negative assumptions about older
workers as they do with other protected classes.

118. A
significant number of companies have begun to accommodate women in the
workforce with family-friendly policies and greater flexibility toward the
family demands that working women face.

119.
Most male top managers are married and have children, while most women
who are in similar positions are single and childless.

120. Men and
women have very different perceptions of what constitutes sexual harassment by
a coworker, but they largely agree on what constitutes sexual harassment by a
supervisor.

121. Most
companies conduct diversity training in order to tap into diverse customers and
markets, rather than to avoid litigation.

122. Senior mentoring and apprenticeships are two tools used by
corporations to improve diversity and understanding of diversity.

123. A diversity audit is similar to a utilization analysis conducted
by the EEOC.

124. In order for diversity management to be a
high priority in business, managers and supervisors must be held responsible
for implementing diversity management and rewarded for doing so successfully.

125. Cultural
awareness and other types of diversity programs are generally well-received and
balance awareness with sensitivity toward current organizational culture.

106. One side
effect of EEO law enforcement is the belief among managers and mainstream
employees that organizations have had to compromise their standards to comply. 107. The glass ceiling is
an intangible barrier within an organization that prevents members of
non-protected classes from filling positions above a certain level. 108. African-Americans constitute about 12% of the U.S. workforce. 109. In general,
African-Americans and people of Hispanic origin have less educational
preparation for the workplace than whites do. 110. Asian-Americans have largely overcome their stereotypes and are
highly represented in top corporate positions to the degree that in some
technical industries they are over-represented. 111. Stereotypes
of minority behavior are as true among minorities as they are among majorities. 112. Most
managers accurately estimate the cost of accommodating for disabled workers. 113. Most
immigrants entering the United States today are better educated and less likely
to end up on welfare than in the past. 114. Homosexuals
are extended the same employment discrimination rights as other protected-class
groups under the Civil Rights Act of 1991. 115. Language is
a bigger problem for Latinos than for any other group. 116. Latinos are always individuals who are
from Latin American descent. 117. One place
where diversity has grown with little difficulty is in the aging of the
workforce, in that managers do not hold negative assumptions about older
workers as they do with other protected classes. 118. A
significant number of companies have begun to accommodate women in the
workforce with family-friendly policies and greater flexibility toward the
family demands that working women face. 119.
Most male top managers are married and have children, while most women
who are in similar positions are single and childless. 120. Men and
women have very different perceptions of what constitutes sexual harassment by
a coworker, but they largely agree on what constitutes sexual harassment by a
supervisor. 121. Most
companies conduct diversity training in order to tap into diverse customers and
markets, rather than to avoid litigation. 122. Senior mentoring and apprenticeships are two tools used by
corporations to improve diversity and understanding of diversity. 123. A diversity audit is similar to a utilization analysis conducted
by the EEOC. 124. In order for diversity management to be a
high priority in business, managers and supervisors must be held responsible
for implementing diversity management and rewarded for doing so successfully. 125. Cultural
awareness and other types of diversity programs are generally well-received and
balance awareness with sensitivity toward current organizational culture.