Metrics, Analytics & Compliance Flashcards

A company's applicant pool is 40% Hispanic, but only 15% of hires are Hispanic. Where should the analytics team look first?

Answer: Pass-through rates at each hiring stage to find where the drop-off occurs

Funnel analysis shows which stage, such as screening, interview, or offer, causes the disproportionate loss.

What is the purpose of an 'applicant flow log' for federal contractors?

Answer: Tracking applicants' demographics and dispositions to support adverse impact analysis

Applicant flow data supports compliance analysis of selection rates by race, sex, and other protected status.

Which change in law effectively ended race-conscious admissions and prompted many employers to review race-based DEI programs?

Answer: SFFA v. Harvard (2023) Supreme Court decision

Students for Fair Admissions v. Harvard struck down race-conscious college admissions, which led to wider legal scrutiny of race-based programs.

Which case established the disparate impact theory under Title VII?

Answer: Griggs v. Duke Power Co.

Griggs (1971) held that neutral practices with disproportionate effects violate Title VII unless they are job-related and consistent with business necessity.

Your exit data shows that 60% of departing underrepresented employees cite 'lack of growth.' Which metric would best confirm the pattern before you act?

Answer: Time-to-promotion compared across groups with similar performance ratings

Comparing promotion velocity across similar performers tests whether a growth disparity actually exists.

Why is a 'balanced scorecard' approach recommended for DEI measurement?

Answer: It combines representation, inclusion, process, and business-impact metrics for a full picture

Several dimensions keep one metric from hiding progress or problems elsewhere.

Under the Equal Pay Act of 1963, which defense can justify a pay difference between men and women in equal jobs?

Answer: A bona fide merit or seniority system, or a factor other than sex

The EPA allows pay differences based on seniority, merit, production-based systems, or factors other than sex.