Tanglewood Case 5: Disparate Impact The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that allow calculation and comparison of statistics. The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If there is evidence that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” (Code of Federal Regulations, 2011) then this usually is considered to be proof of adverse impact. After applying the four-fifth’s rule, and examining the selection ratios for all job categories, it is determined that the evidence points to disparate impact discrimination. Historical Hiring and Promotion Data: Applicant Flows Occupational category Total White* Total Non-White African- American* Store Associates External hires Applicants 18226 15436 2790 594 Hires 3832 3221 611 135 Selection ratio 21.02% 20.87% 21.90% 22.72% Shift leader External hires Applicants 392 320 72 17 Hires 61 54 7 2 Selection ratio 15.56% 16.88% 9....
In the same year that Zimpfer was rejected, Palm Beach County filled only 4 percent of managerial positions with persons over 55 years of age and only 16 percent with persons over 39. Do these data indicate illegal discrimination using disparate impact theory? Should Zimpfer's lawyer use disparate impact theory for his claim of age discrimination?
Tanglewood has a strong stand within the nondurable general retail industry, which is currently having annual sales of over 4 trillion dollars. With a growing return rate of 13.1% and over 7 million in operating revenues Tanglewood has great growth potential and is very competitive. Even while competing with the major online competition and global competition. Tanglewood has the opportunity to expand their store into the global market, this would be major expansion and would help Tanglewood exceed the competition. Tanglewood has stayed rather small due to its low number of stores but can be the global leader of the nondurable industry if global expansion becomes reality.
Discrimination in the workplace continues to be topics and issues of discussion, despite efforts to minimize or eliminate its ugly head. Discrimination is defined as the unfair or prejudicial treatment of people based on race, gender, disability or age (Fieser, 2015). Furthermore, some companies has used other forms in conjunction with discrimination like sexual harassment to mask unjust treatment in the workplace. Lilly Ledbetter was an employee at Goodyear Tire & Rubber Company, Inc. for over 19 years. During this period, she consistently received low rankings in her annual performance-and-salary reviews. As a result, Lilly received significantly lower raises than her male counterparts, which led to her filing a civil lawsuit
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
The idea that is being presented is that discrimination is taking a role in analyzing a person’s work ethic and educational background. This unfair descriptive process was and still is causing issues with native employment.
This analysis will serve to measure the accusation of discrimination by Mr. Ron Whyme against We Deny Everything Insurance Company (WDE). As explained by Nelson (2009), in order for prima face discrimination to have taken please, one must demonstrate they are part of a protected class; that they applied for the job; were rejected for the job or promotion, and the job was filled by someone else. The analysis will be measured by the most widely and legally accepted method of conducting the analysis is measuring the factors by the 4/5ths (or Griggs) rule.
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
Recruiting, selection, and employment are the main core staffing activities and are made possible by using the information found in the support activities. Core activities begin with reaching out to possible applicants and ends with the candidate accepting the job offer (Heneman III, Judge, & Kammeyer-Muellar, 2012). These activities put to practice the information in the support activities.
1. Finn, Lisa. "Female Discrimination in the Workplace." Editorial. Global Post-America's World News Site. N.p., 2005. Web. 17 Mar. 2014. .
...nequal pay, sexual harassment, seniority and maternity leave. The antidiscrimination laws that exist today and the cases that are successful because of them create an awareness that no employer will go unaffected if a discrimination suit is brought forth. (Jennings, 2006)
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
Workforce Analysis - compares the levels of representation of the designated groups on staff to representation numbers in the general population from which the company hires and record any gaps that might exist.
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
Gender bias has a long history and continues to occur in the workplace today. Research indicates that women remain significantly disadvantaged and mistreated compared to men in the workforce. How do the disparities of hiring, promotion, and salaries affect women in the workplace?