Essay on Elisabeta Olah Kocsis Tangelwood Case 5 - 1256 Words

Elisabeta Kocsis Human Resources Consultant 03/31/2015 Case 5 Marilyn Gonzales Vice President for Human Resources Tanglewood Inc. Ms. Gonzales, I write you in regards of your request to present a report on the discrimination charges of disparate impact brought to our attention by one of our employees, Stanley Root, represented by the law firm of Eaglette-Schubert LLC. Stanley Root contacted the law firm, claiming that he was repeatedly passed over for promotion opportunities despite positive performances. Tanglewood promotes diversity in the workplace, and all hiring and promotion are made on the basis of character and quality of work. The ensuing lawsuit brings a need to analyze Tanlgewood’s selection methods to ensure these are†¦show more content†¦To analyze disparate impact, it requires to compare the availability of protected classes (the proportion of the qualified and available workforce who are members of protected classes) to the utilization of protected classes (the proportion of those employed who are members of protected classes) for each job in the organization. In the flow analysis presented, and the chart below, data from the organization’s hiring practices and applicant pool are used to compare how many individuals were hired from various groups in the applicant pool. Selection ratios and the 4/5 rule This method to assess disparate impact is to compare the proportion of applicants who are hired from several sources. The rule states that if the organization’s utilization rate of minority group is below fourth-fifth (0.8) of the utilization rate of a majority group, disparate impact may exist. In our case, there are both external and internal applicants for the positions listed: A. Store Associate: a) We have only external candidates for this position. The applicant versus selection ratio is 20.87% Whites, 21.90% Non-Whites, and 22.73% African-American. Comparing the minority selection ratio to the majority selection ratio, more than 80.00% are hired, so there is no sign of disparate impact. B. Shift Leader: a) External hires: there is a percentage of 57.58% for Non-White, and 69.67% for African-American, both below the 80.00% required by the