Disparate Impact Analysis


Added on  2019-09-20

4 Pages768 Words383 Views
Running Head: Disparate ImpactDisparate Impact
Disparate Impact Analysis_1

Disparate Impact 1IntroductionStatistics is considered as the collection, interpretation, organization, and analysis of numerical data. It mainly utilizes to extract necessary conclusions about a set of data from a sample of the given data. It is widely utilized for research purposes and market analysis. Recommendations regarding guidelines or standards for deciding whether statistical differences show discriminationFlow StatisticsIt is a responsibility of the organization to delegate all responsibilities regarding the collection ofthe fooling information to human resource department. Fooling information: the total number ofpeople who had applied for a significant post; age, gender, and a number of people hired byethnic background. The 80% of 4/5 rule should apply to the organization to identify the cases ofdiscrimination in the staffing process. With the help of 80% calculation of 4/5 rule organizationscan gain significant information about the selection rates for every protected case (http://best-hr.biz/four-fifths-rule-a-k-a-eighty-percent-rule/). In the given exhibit 2.5 the selection rate formen is 50%, and the women are 11%. On the basis of women and men selection data, it can besaid that disparate influence exists in the organization. Due to this influence women of theorganization don't get suitable chances to prove themselves. Thus, it can be said that the 80% of4/5 rule helps an organization management in finding evidence of discrimination in its staffingprocess of human resource department. On the other hand, it also suggested to the organizationto give proper selection opportunities to women also so that they can prove their efficiency.
Disparate Impact Analysis_2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents