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Managing-Human-Capital WGU Managing Human Capital C202

  • WGU
  • 5 free sample questions

About this exam

Managing-Human-Capital is the WGU exam WGU Managing Human Capital C202. Paid practice material for this exam is not available yet, but you can try its free sample questions.

Exam code
Managing-Human-Capital
Vendor
WGU
Practice questions
Not available yet
Free sample questions
5
Question bank last updated
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Try 2 sample questions

Taken from the free sample set for Managing-Human-Capital.

Question 1

Which legislation was established for federal contractors to take proactive steps in affirmative action
within their workforces?

  1. Option A:
    Worker Adjustment and Retraining Notification Act
  2. Option B:
    Fair Labor Standards Act
  3. Option C:
    Civil Rights Act
  4. Option D:
    Executive Order 11246
Show answer and explanation

Correct answer: D

Executive Order 11246: Signed by President Lyndon B. Johnson in 1965, this order requires federal
contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of
their employment. Affirmative Action Plans: Contractors must develop and implement affirmative
action plans to
promote diversity and eliminate discrimination based on race, color, religion, sex, sexual orientation,
gender identity, or national origin. Enforcement: The Office of Federal Contract Compliance Programs
(OFCCP) enforces these
requirements and conducts compliance evaluations to ensure adherence.
Impact on Federal Contractors: This legislation has significantly impacted hiring practices and policies
within organizations that do business with the federal government, promoting a more diverse and equitable workforce.
Reference:
Executive Order 11246, Office of Federal Contract Compliance Programs (OFCCP)
U.S. Department of Labor, Affirmative Action Overview

Question 2

What is the difference between adverse impact and disparate treatment?

  1. Option A:
    Adverse impact provides nonneutral discriminatory effects on a protected group, whereas
    disparate treatment is unseen discrimination of an employment policy that ° produces negative
    consequences.

  2. Option B:
    Disparate treatment is when a discriminatory effect impacts a protected group but is
    unintentional, whereas adverse impact is blatantly discriminating against a protected class.

  3. Option C:
    Adverse impact provides a level of discrimination that is intentional and causes harm to protected
    groups, while disparate treatment relates to employer practices that : seem to be nondiscriminatory
    but cause negative effects for protected groups. 
  4. Option D:
    Disparate treatment is intentional discrimination
    based on protected characteristics, while
    adverse impact is where employment practices appear neutral but have a
    discriminatory effect.
Show answer and explanation

Correct answer: D

Disparate Treatment: This involves deliberate discrimination where an individual is treated
differently based on a protected characteristic (e.g., race, gender, age).
Intentionality: The key aspect of disparate treatment is the intent to discriminate.
Adverse Impact: Also known as disparate impact, this occurs when a policy or practice that appears
neutral results in a disproportionate negative effect on a protected group.
Unintentional Discrimination: Adverse impact does not require intent to discriminate, only that the 
outcome of a practice is discriminatory.
Legal Standards: Both concepts are critical in employment law and are evaluated under different
standards of proof and remediation.
Reference:
Civil Rights Act of 1964, Title VII
Uniform Guidelines on Employee Selection Procedures (1978)
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