Written with human resources professionals, in-house counsel and
employment lawyers in mind, readers are introduced to the
statistical analysis of adverse impact. Various tools for examining
disparate impact are presented in a non-technical manner. Concrete
examples and simple calculations demonstrate how these statistical
tools can be applied to questions of adverse impact in hiring,
promotion, and termination decisions.
Traditional areas of vulnerability to adverse impact are
discussed, and some emerging areas with potential for adverse
impact, such as the use of social media in recruiting and current
employment status as a candidate screening tool, are presented. The
underlying sources of vulnerability are explored and pending
legislation is discussed. The importance of litigation avoidance is
stressed, and suggestions for minimizing the risk of employment
litigation with proactive statistical analysis are provided.
The goal is to give human resources professionals and legal
counsel a better understanding of the information their statistical
consultants are providing. This leads to an improved ability to
identify and correct problem areas that may exist within the
organization, as well as to prevent problems from arising in the
future.
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