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Quizzes > Society & Culture > Politics & Civics

Take the Equal Employment Opportunity Quiz and Test Your Knowledge

Think you can ace these EEO questions? Find out if you're being discriminated against at work!

Editorial: Review CompletedCreated By: Yoangel OsorioUpdated Aug 24, 2025
Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art style quiz illustration about equal employment opportunity featuring question and answer icons on teal background

This EEO questions quiz helps you check how well you understand equal employment opportunity and spot unfair treatment at work. Answer quick, real-world questions, see your score, and learn where you can improve; then try our EEO investigator quiz for deeper practice.

Which federal law prohibits employment discrimination based on race, color, religion, sex, and national origin in most private employers with 15 or more employees?
Executive Order 11246
Equal Pay Act
Title VII of the Civil Rights Act of 1964 (This is the core federal anti-discrimination law covering those protected classes)
Fair Labor Standards Act
undefined
The EEOC primarily enforces which of the following laws?
NLRA and LMRA
FLSA and OSHA
ERISA and COBRA
Title VII, ADA, ADEA, Equal Pay Act, and GINA (These are the core statutes enforced by EEOC)
undefined
Under Title VII, what is the minimum employer size threshold for coverage?
1 employee
15 employees (Title VII applies to employers with 15 or more employees)
20 employees
50 employees
undefined
Which law prohibits disability discrimination and requires reasonable accommodation absent undue hardship?
Equal Pay Act
Age Discrimination in Employment Act
GINA
Americans with Disabilities Act (ADA) (Prohibits discrimination and mandates reasonable accommodation)
undefined
Which law prohibits discrimination against individuals age 40 and older?
Title VII
FMLA
Age Discrimination in Employment Act (ADEA) (Protects workers 40+)
GINA
undefined
What is unlawful retaliation under EEO laws?
Coaching an employee on policy
Adverse action because an individual engaged in protected activity (Opposition or participation)
Changes requested by a client
Any disciplinary action for performance issues
undefined
Which type of discrimination focuses on unequal treatment based on protected class with intent?
Disparate treatment (Intentional unequal treatment because of a protected characteristic)
Disparate impact
Systemic bias
Pattern and practice
undefined
A neutral policy that disproportionately screens out a protected group and lacks business necessity is best described as what?
Disparate impact (Facially neutral practice causing adverse impact without sufficient justification)
Disparate treatment
Retaliation
Harassment
undefined
What is the general benchmark used by the EEOC to flag potential adverse impact in selection rates?
90 percent rule
Simple majority rule
Four-fifths rule (Selection rate for any group less than 80% of the highest is a red flag)
Two-thirds rule
undefined
Under the ADA, when must an employer begin the interactive process?
When the employer knows of a disability and a need for accommodation (Triggers duty to engage in good-faith dialogue)
Only after the employee submits a lawsuit
Only if the disability is obvious and permanent
Only if the employee uses the word "accommodation"
undefined
Under the Equal Pay Act, which factor can justify a pay differential for substantially equal work?
A seniority system (One of the EPA's four affirmative defenses)
Customer preference
Prior salary alone
Sex
undefined
Which statute restricts employers from requesting, requiring, or purchasing genetic information?
ADA
FLSA
COBRA
Genetic Information Nondiscrimination Act (GINA) (Limits acquisition and use of genetic information)
undefined
An employee alleges harassment by a supervisor tied to a tangible employment action. Which employer defense is available under Title VII?
BFOQ
No affirmative defense; employer is vicariously liable when a tangible employment action occurs (Faragher/Ellerth)
The employee failed to complain to the EEOC
Business necessity
undefined
Which of the following can be a lawful BFOQ under Title VII?
Race for customer preference
Religion for a ministerial role in a church (Bona fide occupational qualification in limited circumstances)
Sex for most sales roles
National origin for accent preference
undefined
What is the filing deadline for a discrimination charge with the EEOC in a non-deferral state?
3 years from discovery
30 days from hire
90 days from termination
180 days from the alleged unlawful practice (Standard EEOC filing deadline)
undefined
Which federal agency enforces affirmative action requirements for federal contractors?
OSHA
EEOC
OFCCP (Office of Federal Contract Compliance Programs enforces EO 11246, Section 503, VEVRAA)
NLRB
undefined
What must a harassment complaint process provide to support an affirmative defense in supervisor harassment without a tangible action?
A confidentiality promise against all disclosures
A reasonable preventive and corrective policy and the employee unreasonably failed to use it (Faragher/Ellerth defense)
Guaranteed termination of the accused
Mandatory arbitration in all cases
undefined
What is a permissible pay factor under the Equal Pay Act besides seniority, merit, or quantity/quality of production?
Prior salary as the sole factor
A factor other than sex, applied reasonably (EPA fourth defense)
Customer preference
Sex-based market rates
undefined
Which standard applies to religious accommodation undue hardship after Groff v. DeJoy?
No undue hardship defense exists
Substantial increased costs in relation to the business (Higher than de minimis)
Only direct dollar costs count
Any more-than-trivial cost
undefined
Participation in an EEOC investigation is protected even if the employee's statements are unreasonable and malicious.
True
False
undefined
0

Study Outcomes

  1. Understand key EEO terms and principles -

    Articulate the scope of equal employment opportunity laws and protected classes as presented in our eeo questions.

  2. Identify unlawful workplace behaviors -

    Spot instances of disparate treatment, harassment, and retaliation featured in the quiz scenarios.

  3. Analyze workplace scenarios for discrimination -

    Evaluate real or hypothetical cases to decide if they qualify as discrimination under equal employment opportunity questions.

  4. Apply discrimination indicators in your own context -

    Use quiz-based criteria to assess situations and confidently answer "am i being discriminated against at work quiz" questions.

  5. Evaluate personal workplace experiences -

    Reflect on incidents at work to determine if your equal employment rights have been violated.

  6. Recognize recourse options and next steps -

    Outline how to file a complaint, seek support, or take action when facing EEO violations.

Cheat Sheet

  1. Understanding Title VII Protections -

    Title VII of the Civil Rights Act forbids discrimination based on race, color, religion, sex, or national origin according to the U.S. Equal Employment Opportunity Commission (EEOC). Use the mnemonic "R-C-R-S-N" (Race, Color, Religion, Sex, National origin) to recall the five protected classes. Review eeo questions about disparate treatment vs. disparate impact to see real case applications.

  2. Age Discrimination and the ADEA -

    The Age Discrimination in Employment Act (ADEA) protects workers 40 and older from unfair treatment in hiring, promotion, or layoffs per official EEOC guidelines. Remember "40+ = PRO" as a quick cue that employees 40 and up receive protection. Try an "am i being discriminated against at work quiz" to self-assess subtle age bias scenarios.

  3. Reasonable Accommodation under the ADA -

    The Americans with Disabilities Act (ADA) requires employers to engage in an "interactive process" when an employee requests accommodations for a disability. Use the "A-R-E" mnemonic: Ask for needs, Review feasible options, Execute agreements to ensure clarity. Practice this structure in sample equal employment opportunity questions to master each step.

  4. Recognizing Harassment vs. Hostile Work Environment -

    Harassment involves unwelcome conduct based on a protected characteristic, while a hostile work environment emerges when such behavior is severe or pervasive. Think "S-P" (Severity and Pervasiveness) to gauge when comments cross legal lines. Evaluate scenarios in an EEO quiz to distinguish isolated incidents from ongoing patterns.

  5. Filing Charge Deadlines and Procedures -

    To preserve rights, file a discrimination charge with the EEOC within 180 days (or 300 days in deferral states) of the incident - often dubbed the "180/300 Rule." Keep a timeline diary of events as you prepare your claim; detailed notes strengthen your case. Consult official EEOC resources and try a practice quiz on filing steps to build confidence.

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