Tanglewood Case 5

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Stephanie Smalls
MGT 210
Tanglewood Case #5

1a. Yes, the evidence does prove that disparate impact discrimination is present.

Historical Hiring and Promotion Data: Applicant Flows
Occupational category

Total
White*
Total
Non-White
African-
American*
Store Associates
External hires
Applicants
18023
15193
2830
595

Hires
4145
3464
681
143

Selection ratio
23.00%
22.80%
24.06% 1.05
24.03% 1.05

Shift leader
External hires
Applicants
403
331
72
17
 
 
Hires
64
54
10
1
 
 
Selection ratio
15.88%
16.31%
13.89% 0.85
5.88% 0.36
 
Internal hires
Applicants
872
715
157
36
 
 
Hires
276
232
44
5
 
 
Selection ratio
31.65%
32.45%
28.02% 0.86
13.89%
0.43

Department manager
External hires
Applicants
1242
1074
168
44

Hires
94
82
12
3

Selection ratio
7.57%
7.63%
7.14%
0.93
6.82%
0.89

Internal hires
Applicants
589
509
80
21

Hires
124
108
16
3

Selection ratio
21.05%
21.22%
20.00%
0.94
14.29%
0.67

Asst. store manager
External hires
Applicants
144
120
24
6
 
 
Hires
16
16
0
0
 
 
Selection ratio
11.11%
13.33%
0.00%
0.00%
 
Internal hires
Applicants
108
90
18
4
 
 
Hires
27
25
2
1
 
 
Selection ratio
25.00%
27.78%
11.11%
0.40
0.25%
0.01

Store Manager
External hires
Applicants
48
39
9
2

Hires
5
3
2
0

Selection ratio
10.42%
7.69%
22.22%
0.00%

Internal hires
Applicants
81
66
15
4

Hires
13
9
4
0

Selection ratio
16.05%
13.64%
26.67%
1.96
0.00%
0.00
*Non-Hispanic
1b. Yes, there is a concentration of white employees in upper management positions.

Historical Concentration Data

Occupational category

Total
White*
Total
Non-White
African-
American*
Store Associates
Employees
2760
2307
453
95

Concentration
X
83.59%
16.41%
3.44%

Shift leader
Employees
552
464
88
10

Concentration
X
84.06%
15.94%
1.81%

Department manager
Employees
391
341
50
9

Concentration
X
87.21%
12.79%
2.30%

Asst. store manager
Employees
69
64
5
2

Concentration
X
92.75%
7.25%
2.90%

Store Manager
Employees
23
16
7
0

Concentration
X
69.56%
30.43%
0.00%

Total
Employees
3795
3192
603
116
*Non-Hispanic

2. Tanglewood should put in a written statement that they will agree to take a comprehensive review of it's policies to ensure compliance with federal anti discrimination laws; to provide increased training to its employees.Also,to engage in recruitment programs to increase the proportion of minorities in its applicant pool.Then agree to be monitored by the EEOC for a period of time,

3. Tanglewood can start recruitment changes by first having top management state the importance of diversity goals and how they will be measured.Advertise positions in media sources that target a variety of demographic groups. Start recruiting at colleges ,universities, and other institutions that have a large number of underrepresented minorities. Internally, organizational promotion efforts should concentrate on qualified members of minority groups and have programs available to increase their skills. Incorporating policies that are against age discrimination will help to alleviate discrimination in the hiring process. Implying programs for older people will also help with discrimination.Hiring women and African Americans in top management can increase the racial and gender diversity.Tanglewood can achieve all of these changes by using a core and flexible workforce: outsourcing; both internal and external hiring; a mixture of hire and retaining and by attracting labor to their organization,

4.Tanglewood should develop most of its talents internally to maintain their unique corporate culture.First,they should target the minority...
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