Tanglewood Case #2

MEMORANDUM FOR Daryl Perrone, Director of Staffing Services, Tanglewood Inc. SUBJECT: Tanglewood EEO Investigation Analysis 1. A ingrained analysis of Tanglewoods historical hiring and promotion records reveals that statistically Tanglewood has fostered dispa shit tinct discrimination against non only black employees, scarce overly non-White employees as a whole. The discrimination is more simply muster out in upper management debate aims. The existence of dispa enjoin trespass discrimination at Tanglewood is pertinacious when comparing the hiring and promotion place of African-American employees and non-White employees versus the respective range of White employees. In 1978 the adjoin Employment Opportunity relegation enacted the Uniform Guidelines in Employee excerpt Procedures which states: A weft pose for any race, sex, or heathenish group which is less than four-fifths (4/5) (or lxxx percent) of the rate for the group with the highest rate will generally be regarded by the national enforcement agencies as evidence of unfavourable (disparate) extend to, go a greater than four-fifths rate will generally not be regarded by Federal enforcement agencies as evidence of adverse (disparate) impact.

Tanglewood has hired and promoted less than four-fifths or 80% of African-Americans and non-White employees compared to White employees at many occupational levels inwardly the company. a. Flow Statistics of Selection Ratios. - In examining the external and internal selection ratios of African-American and non-White emp loyees versus White employees at every posit! ion level within Tanglewood, it is revealed that disparate impact exists in 10 of the 18 categories overall and 6 of the 9 categories involving just African-American employees. - disparate impact discrimination to the highest degree clearly exists in upper management levels as Tanglewood has never hired or promoted an African-American store manager and has only...If you take to get a beat essay, order it on our website: BestEssayCheap.com

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