Applicant Flow Statistics In The Workplace

The statistics that can signify discrimination within an organization’s recruitment, hiring or promotionary practices are primarily applicant flow statistics and applicant stock statistics. These primary statistics were introduced as a way of determining whether staffing practices were having potentially illegal impacts on individuals because of race, sex, and many of the other protected class characteristics. Typically, statistical differentiations employed to establish cases of discrimination include flow statistics, which look at differences in proportions among groups related to various human resource practices (e.g., four-fifths rule), and stock statistics, which compare the employer's work force to the relevant labor market. Flow statistics
Hence, by reviewing the yield of an agency’s recruitment effort, the organization can assess again and improve its effort to reach all sections of our population. EEOC's provides that federal agencies shall eliminate barriers to equal employment opportunity and directs agencies to prepare self assessments to monitor progress and identify barriers that may operate to exclude certain groups. The Office of Personnel Management strongly supports conducting organizational self-analyses, along with the removal of any discriminatory barriers found through these analyses (EEOC, n.d.).OPM also strongly supports the collection of demographic data, including applicant flow data, because such collection is an integral part of the barrier identification process. In addition to taking this opportunity to jointly remind agencies of the importance of collecting applicant flow data, OPM and EEOC are also reminding agencies that they must properly handle and use any demographic data that they collect, including applicant data. As a general matter, for example, it is advisable for agencies to keep demographic information separate from an application as an applicant proceeds through the hiring
The federal Equal Employment Opportunity Commission regulates laws that prohibit discrimination based on race, sex, religion, age typically 40 and over, national origin, color, and disability. However, there are some ways in which to address discriminatory practices. Therefore, it is highly imperative to orchestrate a hiring process that shields you from claims of discrimination. Likewise it will be worth your effort and expense. An added benefit is the assurance that you have selected the best person for the