1. Why is it important for managers to understand diversity management from both managerial and legal perspectives?
2. If you were a diversity educator, how would you frame the importance of understanding and abiding by the legal dimensions of diversity within the larger framework of managing diversity in organizations?
3. Describe the significance of the passage of Title VII of the Civil Rights Act of 1964.
4. Describe the classes protected by the federal government and the related legislation for each. Do you think sexual orientation will become a protected class in the near future?
5. In light of some of the legal cases highlighted in this chapter, respond to the following questions:
• Griggs v. Duke Power Co.: What was the power company really trying to do? How can a company demonstrate that employment screening procedures serve legitimate business purposes?
• Fragante v. Honolulu: Under this rule, when can a company discipline, terminate, or refuse to hire an employee?
• Corporation of the Presiding Bishopric of the Church of Jesus Christ of Latter-Day Saints v. Amos: What impact do you think the court's ruling has had on religious universities such as Brigham Young University or the University of Notre Dame?
• General Dynamics Land Systems, Inc. v. Cline: Do workers who are under the age of 40 have any recourse against age-based discrimination? Should they?
• PGA Tour, Inc. v. Martin: Does a golf cart give a golfer an advantage over competitors who are required to walk?
• Oncale v. Sundowner Offshore Services, Inc.: Does the Oncale finding challenge your stereotypes of sexual harassment?