Tanglewood Case 5
Case 5
Proposal
Tanglewood prides itself on encouragement of diversity in the workplace. All hiring and promotion decisions should be made on the basis of character and quality of work. The ensuing lawsuit brings about a need to analyze Tanglewood’s selection strategies to ensure these practices are not hindering the promotion of diversity. The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that will allow for calculation and comparison of these statistics. The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If is it shown that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” then this will usually be considered to be evidence of adverse impact.
After review, the total number of Department manager positions reveals the number of whites employed at this level begins to rise over that of non-white or African Americans. At the next level of Assistant Store Manager, we see a astounding 92.75% are white, which is nearly 10% higher than the ratios encountered at Associate and Shift Leader positions. Once you reach the highest job level, Store Manager, we see that 69.56% are white and 30.44% are non-white, but )% is African American. It appears this company has a ways to go to achieve adequate levels of diversity within the organization as a whole.
Achieving Better EEO Outcomes
Based upon the available information and prior knowledge of Tanglewood’s recruiting process and its successes, It is currently advised that Tanglewood should continue on the course of internal recruitment that is currently in place. The prior success speaks for itself and due to the major lack of substantial evidence that suggest this one particular party has been discriminated against would make changing the protocol for promotion an ill-advised decision. Tanglewood has a reputation for hiring
Proposal
Tanglewood prides itself on encouragement of diversity in the workplace. All hiring and promotion decisions should be made on the basis of character and quality of work. The ensuing lawsuit brings about a need to analyze Tanglewood’s selection strategies to ensure these practices are not hindering the promotion of diversity. The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that will allow for calculation and comparison of these statistics. The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If is it shown that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” then this will usually be considered to be evidence of adverse impact.
After review, the total number of Department manager positions reveals the number of whites employed at this level begins to rise over that of non-white or African Americans. At the next level of Assistant Store Manager, we see a astounding 92.75% are white, which is nearly 10% higher than the ratios encountered at Associate and Shift Leader positions. Once you reach the highest job level, Store Manager, we see that 69.56% are white and 30.44% are non-white, but )% is African American. It appears this company has a ways to go to achieve adequate levels of diversity within the organization as a whole.
Achieving Better EEO Outcomes
Based upon the available information and prior knowledge of Tanglewood’s recruiting process and its successes, It is currently advised that Tanglewood should continue on the course of internal recruitment that is currently in place. The prior success speaks for itself and due to the major lack of substantial evidence that suggest this one particular party has been discriminated against would make changing the protocol for promotion an ill-advised decision. Tanglewood has a reputation for hiring