Tanglewood Case 5
Assignment 1-5
Robert Driscoll
Franklin University
Assignment 1-5
Reviewing the Tanglewoods staffing practices I have found that there is little disparity involved at the entry levels. Furthermore, it is shown that of all applicants applying for all job positions had very minute disparity in the company’s hiring characteristics. Each of the three groups (white, non-white, and African American) had a selection rate of 21%.
With the statistical evidence of Tanglewoods staffing practices, there is no evidence to show that the company’s hiring practices point to disparate impact discrimination using the 4/5th ratio. However, the statistical evidence does point to disparate impact discrimination once you take the number of hires beyond the entry level position.
The first notable statistical evidence points towards the company’s preference to hire within its own organization. The selection rates of those applying for positions that are currently employed by the company’s doubles in selection rate for those applying from outside the organization. This evidence in itself is in line with fair hiring practices as the selection rate within tolerable differences.
However, the selection rate of African Americans beyond the level of shift leader is unacceptable. Of the 81 African American applicants for upper management positions, only seven were hired. However, the disparity of minority hires as a whole is actually closely equal to those of the majority group (whites).
Tanglewood has shown a significant bias to promote within its own organization. The preference to hire within its own organization is a permissible practice but must use caution to ensure it is not used as an exclusive qualification for employment in upper management positions. The company will need ensure that each employee within the organization, regardless of race, be afforded the same opportunities of the majority group. Establishing a set evaluation program will ensure this happens. Eliminating
Robert Driscoll
Franklin University
Assignment 1-5
Reviewing the Tanglewoods staffing practices I have found that there is little disparity involved at the entry levels. Furthermore, it is shown that of all applicants applying for all job positions had very minute disparity in the company’s hiring characteristics. Each of the three groups (white, non-white, and African American) had a selection rate of 21%.
With the statistical evidence of Tanglewoods staffing practices, there is no evidence to show that the company’s hiring practices point to disparate impact discrimination using the 4/5th ratio. However, the statistical evidence does point to disparate impact discrimination once you take the number of hires beyond the entry level position.
The first notable statistical evidence points towards the company’s preference to hire within its own organization. The selection rates of those applying for positions that are currently employed by the company’s doubles in selection rate for those applying from outside the organization. This evidence in itself is in line with fair hiring practices as the selection rate within tolerable differences.
However, the selection rate of African Americans beyond the level of shift leader is unacceptable. Of the 81 African American applicants for upper management positions, only seven were hired. However, the disparity of minority hires as a whole is actually closely equal to those of the majority group (whites).
Tanglewood has shown a significant bias to promote within its own organization. The preference to hire within its own organization is a permissible practice but must use caution to ensure it is not used as an exclusive qualification for employment in upper management positions. The company will need ensure that each employee within the organization, regardless of race, be afforded the same opportunities of the majority group. Establishing a set evaluation program will ensure this happens. Eliminating
References: Heneman, H., & Judge, T. (2009). Staffing organizations (6th ed.). McGraw-Hill.