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Read the text attached.

Workplace Diversity The twenty-first century workplace features much greater diversity than was common even a couple of generations ago. Individuals who might once have faced employment challenges because of religious beliefs, ability differences, or sexual orientation now regularly join their peers in interview pools and on the job. Each may bring a new outlook and different information to the table; employees can no longer take for granted that their coworkers think the same way they do. This pushes them to question their own assumptions, expand their understanding, and appreciate alternate viewpoints. The result is more creative ideas, approaches, and solutions. Thus, diversity may also enhance corporate decision-making.

Communicating with those who differ from us may require us to make an extra effort and even change our viewpoint, but it leads to better collaboration and more favorable outcomes overall, according to David Rock, director of the Neuro-Leadership Institute in New York City, who says diverse coworkers "challenge their own and others' thinking."2 According to the Society for Human Resource Management (SHRM), organizational diversity now includes more than just racial, gender, and religious differences. It also encompasses different thinking styles and personality types, as well as other factors such as physical and cognitive abilities and sexual orientation, all of which influence the way people perceive the world. "Finding the right mix of individuals to work on teams, and creating the conditions in which they can excel, are key business goals for today's leaders, given that collaboration has become a paradigm of the twenty-first century workplace," according to an SHRM article.3

Attracting workers who are not all alike is an important first step in the process of achieving greater diversity. However, managers cannot stop there. Their goals must also encompass inclusion, or the engagement of all employees in the corporate culture. "The far bigger challenge is how people interact with each other once they're on the job," says Howard J. Ross, founder and chief learning officer at Cook Ross, a consulting firm specializing in diversity. "Diversity is being invited to the party; inclusion is being asked to dance. Diversity is about the ingredients, the mix of people and perspectives. Inclusion is about the container璽he place that allows employees to feel they belong, to feel both accepted and different."4

Workplace diversity is not a new policy idea; its origins date back to at least the passage of the Civil Rights Act of 1964 (CRA) or before. Census figures show that women made up less than 29 percent of the civilian workforce when Congress passed Title VII of the CRA prohibiting workplace discrimination. After passage of the law, gender diversity in the workplace expanded significantly. According to the U.S. Bureau of Labor Statistics (BLS), the percentage of women in the labor force increased from 48 percent in 1977 to a peak of 60 percent in 1999. Over the last five years, the percentage has held relatively steady at 57 percent. Over the past forty years, the total number of women in the labor force has risen from 41 million in 1977 to 71 million in 2017.5 The BLS projects that the number of women in the U.S. labor force will reach 92 million in 2050 (an increase that far outstrips population growth).

The statistical data show a similar trend for African American, Asian American, and Hispanic workers (Figure 8.2). Just before passage of the CRA in 1964, the percentages of minorities in the official on-the-books workforce were relatively small compared with their representation in the total population. In 1966, Asians accounted for just 0.5 percent of private-sector employment, with Hispanics at 2.5 percent and African Americans at 8.2 percent. 6 However, Hispanic employment numbers have significantly increased since the CRA became law; they are expected to more than double from 15 percent in 2010 to 30 percent of the labor force in 2050. Similarly, Asian Americans are projected to increase their share from 5 to 8 percent between 2010 and 2050.

Figure 8.2There is a distinct contrast in workforce demographics between 2010 and projected numbers for 2050. (credit: attribution: Copyright Rice University, OpenStax, under CC BY 4.0 license) Much more progress remains to be made, however. For example, many people think of the technology sector as the workplace of open-minded millennials. Yet Google, as one example of a large and successful company, revealed in its latest diversity statistics that its progress toward a more inclusive workforce may be steady but it is very slow. Men still account for the great majority of employees at the corporation; only about 30 percent are women, and women fill fewer than 20 percent of Google's technical roles (Figure 8.3). The company has shown a similar lack of gender diversity in leadership roles, where women hold fewer than 25 percent of positions. Despite modest progress, an ocean-sized gap remains to be narrowed. When it comes to ethnicity, approximately 56 percent of Google employees are white. About 35 percent are Asian, 3.5 percent are Latino, and 2.4 percent are black, and of the company's management and leadership roles, 68 percent are held by whites.

Figure 8.3

Google is emblematic of the technology sector, and this graphic shows just how far from equality and diversity the industry remains. (credit: attribution: Copyright Rice University, OpenStax, under CC BY 4.0 license)

Google is not alone in coming up short on diversity. Recruiting and hiring a diverse workforce has been a challenge for most major technology companies, including Facebook, Apple, and Yahoo (now owned by Verizon); all have reported

gender and ethnic shortfalls in their workforces.

The Equal Employment Opportunity Commission (EEOC) has made available 2014 data comparing the participation of women and minorities in the high-technology sector with their participation in U.S. private-sector employment overall, and

the results show the technology sector still lags.8 Compared with all private-sector industries, the high-technology industry employs a larger share of whites (68.5%), Asian Americans (14%), and men (64%), and a smaller share of African

Americans (7.4%), Latinos (8%), and women (36%). Whites also represent a much higher share of those in the executive category (83.3%), whereas other groups hold a significantly lower share, including African Americans (2%), Latinos

(3.1%), and Asian Americans (10.6%). In addition, and perhaps not surprisingly, 80 percent of executives are men and only 20 percent are women. This compares negatively with all other private-sector industries, in which 70 percent of

executives are men and 30 percent women.

Technology companies are generally not trying to hide the problem. Many have been publicly releasing diversity statistics since 2014, and they have been vocal about their intentions to close diversity gaps. More than thirty technology

companies, including Intel, Spotify, Lyft, Airbnb, and Pinterest, each signed a written pledge to increase workforce diversity and inclusion, and Google pledged to spend more than $100 million to address diversity issues.9

Diversity and inclusion are positive steps for business organizations, and despite their sometimes slow pace, the majority are moving in the right direction. Diversity strengthens the company's internal relationships with employees and

improves employee morale, as well as its external relationships with customer groups. Communication, a core value of most successful businesses, becomes more effective with a diverse workforce. Performance improves for multiple

reasons, not the least of which is that acknowledging diversity and respecting differences is the ethical thing to do.

According to the attached passage, which of these statements is not true about diversity and inclusion in the workplace?

A. Workplace diversity is an idea that is new to the twenty-first century corporate world and has gained more attention since the turn of the millennium.

B. Workplace diversity can increase creativity and enhance employee morale.

C. Workplace diversity and increased inclusion can be challenging for companies to institute.

D. Workplace diversity also requires workplace inclusion, where all employees are able to access and engage in the company's culture and feel like valuable members of the corporate "team."

Read the attachments

Attachment 1

How to fight drug-resistant bacteria

This year, the U.S. reported for the first time that a patient had been infected by bacteria resistant to colistin, an antibiotic of last resort. The announcement followed several years of warnings that current antibiotics aren't diverse enough to

fight pathogens as drug resistance spreads. The cover story of Chemical and Engineering News (CandEN), the weekly newsmagazine of the American Chemical Society, sums up how researchers are trying to stay ahead of the bugs. Ann M.

Thayer, a senior correspondent at CandEN, notes that antibiotic-resistant pathogens already cause at least 2 million illnesses and 23,000 deaths each year in the U.S. alone. And the development pipeline for new treatments to deal with this

growing problem is anemic. About 40 small molecules and two dozen other approaches, such as antibodies and vaccines, are in clinical testing. Only about one in five are expected to earn approval for patient use. In addition, sparse funding,

poor business prospects and regulatory issues can stand in the way of development.

Despite the hurdles, there is hope. Researchers are getting creative in their strategies for defeating infection-causing bacteria. They're designing drugs to overcome existing resistance mechanisms. Their tactics include making drugs that

attack pathogens on multiple fronts, and that neutralize illness-causing bacterial toxins rather than killing the bugs themselves. To help encourage the development of new solutions, policymakers are proposing various bills to ease the

financial and regulatory burdens. And new government and nonprofit funding is becoming available.

Attachment 2

Paraphrase A:

Researchers continue to pursue the quest to find alternative solutions to drug resistant deadly bacteria. They are exploring alternative approaches and with the support of government and nonprofit agency funding, may be getting closer to

new drug options.

Paraphrase B:

Scientists are working hard to beat drug-resistant, infection-causing bacteria. Researchers are developing drugs that can outsmart a bacteria's current means of resistance. This includes designing drugs that assault pathogens in multiple

ways and can diffuse the toxins that cause the illness rather than killing the bacteria itself. Policymakers are trying to help support the research into new drugs by proposing bills that will help lessen the financial and regulatory burdens that

currently slow down the process and the government and nonprofit agencies are also providing research funding.

Paraphrase C:

Scientists have hope, despite the challenges they face. Researchers are getting fancy in devising strategies for defeating infection-causing bacteria. Drugs designed to overcome existing resistance mechanisms are being developed. They are

focusing on making drugs that attack pathogens on multiple fronts, and neutralize illness-causing bacterial toxins rather than destroying the bugs themselves. Policymakers hope to encourage the development of new solutions by proposing

legislative bills to ease the financial and regulatory burdens, with new government and nonprofit funding also becoming available.

Paraphrase D:

Researchers are desperately searching for new alternatives to treat patients who may become infected with drug-resistant strains of bacteria. Although it seems an uphill battle, they are hopeful that new drug treatment options for patients

who are stricken with bacterial infections may soon be available and will save countless lives worldwide. Scientists are looking in to newly designed drugs that attack the offending bacteria in different ways. They are also trying to determine

how to neutralize the bacterial toxins that cause illness as opposed to killing the bacteria completely. They are getting creative in their approach on how to handle this increasing health concern. In support of these scientific advances,

government policymakers are working to get bills passed that will help ease the financial burden companies face in trying to conduct this critical research and cut back on some of the regulatory hurdles that make drug approval such a time-

consuming process. In addition to government support and assistance, nonprofit agencies are also providing private funding options.

Which of the choices in the attachment 2 is the best paraphrase of paragraph 2 of the attachment 1?

A. paraphrase D

B. paraphrase B

C. paraphrase C

D. paraphrase A

The graph of the exponential function y = a x bx is attached. Which of the following statements is true about the function?

A. The domain is all real numbers less than 4, and the range is all real numbers greater than 0.

B. The domain is all real numbers greater than 0, and the range is all real numbers greater than 0.

C. The domain is all real numbers, and the range is all real numbers greater than 0.

D. The domain is all real numbers greater than 0, and the range is all real numbers.

A. Option A

B. Option B

C. Option C

D. Option D

Fill in the blank in this chart to complete the proof for ABC, shown in the attached figure.

A. SSS

B. SAS

C. ASA

D. SAA