which of the following is a example of an adverse impact
low cost benefit ratio
low turnover
lack of diversity within an applicant pool
a high selection ratio
An example of adverse impact from the given options is "lack of diversity within an applicant pool." Adverse impact refers to an employment practice that has a disproportionate negative effect on a protected group, such as racial or ethnic minorities, women, or individuals with disabilities. In this case, if the applicant pool lacks diversity, it suggests that certain groups are underrepresented or disadvantaged in the selection process, indicating adverse impact.
An example of adverse impact among the options provided is "lack of diversity within an applicant pool." Adverse impact refers to the negative impact or disadvantage that a particular group faces based on factors such as race, gender, or ethnicity. In this case, if there is a lack of diversity within the applicant pool, it suggests that certain groups may be systematically excluded or underrepresented, leading to adverse impact.
An adverse impact refers to a situation where a particular group of individuals is disproportionately negatively affected by a policy or practice in a workplace. Out of the options you provided, the example of an adverse impact would be "lack of diversity within an applicant pool."
To understand why it is an example of adverse impact, let's break it down:
When there is a lack of diversity within an applicant pool, it means that there is an underrepresentation of certain groups (such as minorities, women, or people with disabilities) compared to their availability in the relevant labor market. This indicates that there may be barriers preventing members of those groups from successfully applying for or being considered for job opportunities.
To identify adverse impact, you generally need to follow these steps:
1. Gather data: Collect data on the demographics of the applicant pool and compare it with the available labor market data for the relevant job category.
2. Calculate the selection ratio: Determine the proportion of applicants selected from each group. In this case, the selection ratio is not provided, so it cannot be assessed directly.
3. Apply the "4/5th rule" or "80% rule": This rule is commonly used in legal analyses to identify adverse impact. It states that if the selection rate for any group is less than 80% of the selection rate for the group with the highest selection rate, adverse impact may exist.
Without knowing the selection ratios, we cannot definitively determine the adverse impact in this scenario. However, the lack of diversity within an applicant pool is often a potential indicator of adverse impact, as it suggests the possibility of systemic barriers that prevent fair representation of certain groups in the hiring process.