Elisabeta Olah Kocsis Tangelwood Case 5
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 not against the promotion of diversity.
In order to ensure compliance, we have to study the flow and concentration statistics of our organization. Flow statistics are calculated by comparing the number of people who were hired or promoted in our organization with the number of people who applied for the positions listed. These statistics are divided into groups (white, non-white, African-American), and the selection rates are compared to determine if there is a significant difference in the selection process.
To ensure that we are in compliance with the Uniform Guidelines on Employee Selection Procedures (UGESP), we have to make sure that we keep records that will allow for calculation and comparison of these statistics. The UGEPS requires that the 4/5 rule be calculated in our organization. Based on this rule, if any group’s selection rate is less than 4/5 of the group with the highest rate, will usually considered to be evidence of adverse impact.
In order to ensure our compliance with all the required regulations, we performed two different disparate impact analysis in this case. One is to contrast the representation of white employees compared to non-white employees and African-American employees as a group, using the
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 not against the promotion of diversity.
In order to ensure compliance, we have to study the flow and concentration statistics of our organization. Flow statistics are calculated by comparing the number of people who were hired or promoted in our organization with the number of people who applied for the positions listed. These statistics are divided into groups (white, non-white, African-American), and the selection rates are compared to determine if there is a significant difference in the selection process.
To ensure that we are in compliance with the Uniform Guidelines on Employee Selection Procedures (UGESP), we have to make sure that we keep records that will allow for calculation and comparison of these statistics. The UGEPS requires that the 4/5 rule be calculated in our organization. Based on this rule, if any group’s selection rate is less than 4/5 of the group with the highest rate, will usually considered to be evidence of adverse impact.
In order to ensure our compliance with all the required regulations, we performed two different disparate impact analysis in this case. One is to contrast the representation of white employees compared to non-white employees and African-American employees as a group, using the