BFOQ
BFOQ stands for:
What is Bona Fide Occupational Qualification?
Assuming women are too emotional for leadership is an example of:
What is gender stereotyping?
Refusing to assign a woman because clients prefer men is:
What is illegal discrimination?
The law that reset the statute of limitations with each discriminatory paycheck is the:
What is the Lilly Ledbetter Fair Pay Act?
Gender discrimination complaints remain this type of workplace issue.
What is common/ongoing?
BFOQ is interpreted by courts as:
What is very narrow/limited?
Employment decisions based on stereotypes violate:
What is Title VII?
Customer preference is this type of legal justification.
What is not legitimate?
Under Title VII, pay discrimination may exist even when jobs are not identical but:
What is comparable in value?
Small biased decisions over time can create patterns affecting:
What is opportunity or pay?
Gender may qualify as a BFOQ only when it is essential to:
What is the core job purpose/authenticity?
The Supreme Court case involving a woman denied partnership for being “too aggressive” is:
What is Price Waterhouse v. Hopkins?
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What is customer comfort?
Pay systems based on quantity or quality of production are generally:
What is legal?
When neutral policies create unequal outcomes, organizations face:
What is legal risk?
Customer preference is this type of BFOQ defense.
What is not allowed?
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What is disparate treatment?
Denying opportunities based on client bias may affect pay, experience, and:
What is career advancement?
Pay differences based on gender assumptions create this type of claim.
What is disparate treatment?
Employers should address unfair behavior even when it is not illegal because it affects:
What is morale or culture?
Using gender for marketing or brand image is usually:
What is not a valid BFOQ?
Decisions based on how someone should act based on gender focus on assumptions rather than:
What is job performance?
Title VII violations can occur even if the employer believes the decision helps:
What is the business/customer satisfaction?
The main legal risk in pay decisions comes from differences that are not:
What is job-related?
The best defense against discrimination claims is consistent and:
What are job-related decisions?