Performance Metrics Flashcards

Under the EEOC's four-fifths rule, a selection rate for a protected group that is less than what percentage of the highest group's rate indicates possible adverse impact?

Answer: 80%

The Uniform Guidelines treat a selection rate below 80% of the highest group's rate as evidence of adverse impact.

If 60 of 100 male applicants and 30 of 100 female applicants are hired, what is the female-to-male impact ratio?

Answer: 0.50

The female rate of 30% divided by the male rate of 60% gives an impact ratio of 0.50.

Which of these is a leading indicator of diversity progress rather than a lagging one?

Answer: Percentage of interview slates that include diverse candidates

Diverse slate rates come before hiring outcomes and predict future representation, which makes them a leading indicator.

A diversity executive wants to know whether women and men in the same roles are paid fairly once tenure, level, and performance are accounted for. Which method fits best?

Answer: Multiple regression pay equity analysis

Regression controls for legitimate pay factors so it can isolate any unexplained gap tied to gender.

Why do many organizations hide survey results for demographic groups with fewer than about five respondents?

Answer: To protect respondent confidentiality

Minimum reporting thresholds stop individual responses from being identified, which protects trust and confidentiality.

Which metric best captures whether employees feel they belong and can be their authentic selves at work?

Answer: Inclusion index from survey items

An inclusion index combines perception survey items about belonging, respect, and voice.

An organization's workforce is 12% Hispanic while the qualified local labor market is 20% Hispanic. What does this comparison mainly show?

Answer: Underutilization relative to availability

Comparing workforce representation with qualified labor market availability shows underutilization.