Metrics, Analytics & Compliance Flashcards

Promotion rates are 12% for men and 11% for women in a group of 40 people, giving an impact ratio of 92%. What is the most accurate interpretation?

Answer: No adverse impact under the four-fifths rule, but small samples should be read with caution

A 92% ratio passes the 80% test, but small samples limit any conclusion in either direction.

Which law requires employers to keep personnel and employment records related to hiring and terminations for at least one year?

Answer: EEOC regulations under Title VII

EEOC recordkeeping rules (29 CFR 1602) require keeping personnel records for one year from the record's creation or the personnel action.

A diversity leader wants to test whether a new structured-interview process reduced demographic disparities in offers. Which design gives the strongest evidence?

Answer: Comparing offer rates before and after rollout against a comparison group that didn't adopt it

A comparison group with pre/post data (difference-in-differences) helps isolate the process change's effect.

What does a 'pay equity audit' typically examine?

Answer: Compensation differences across protected groups for similar work, after legitimate factors are controlled

Pay equity audits look for unexplained compensation gaps by group among comparable roles.

Under the ADEA, which workers are protected from age discrimination?

Answer: Workers age 40 and older at employers with 20+ employees

The Age Discrimination in Employment Act protects people 40 and over at employers with at least 20 employees.

Which metric best captures 'equity in advancement' rather than 'representation'?

Answer: Promotion rate by group relative to that group's eligible population

Rate-based measures show whether groups advance at proportional rates, while representation counts show only composition.

Before linking executive bonuses to DEI metrics, what is the most important safeguard?

Answer: Tying incentives to process and outcome goals, not quotas, with legal review

Goal-based metrics reviewed by counsel avoid unlawful quota-like incentives while still driving accountability.