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Merit for a Lawsuit: Sexually Discriminatory Hiring Practices

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The (entirely fictitious) University of South Central Maryland (USCM) is being sued for sexually discriminatory hiring practices. Last year, they hired two classes of employees: administrative staff and academic staff.

They received 750 applications from women for administrative staff positions, of which they hired 250, and 250 applications from women for academic positions, of which they hired 200.

In total, then, they had 1000 applications from women of which they hired 450, or 45%.

They received 300 applications from men for the administrative positions, of which they hired 75, and 700 applications from men for the academic positions, of which they hired 550. In total, of the 1000 applications they received from men, they hired 625, or 62.5%.

The question here is, is there any merit for the law suit based on the numbers?

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Solution Preview

Let us test statistically the claim on whether there is sex (men/women) discrimination or not.

p1 = 0.45, n1 = 1000
p2 = 0.625, n2 = 1000 = ...

See Also This Related BrainMass Solution

Employment Discrimination and Fir Hiring Process

Tim Rowe owns a small trucking firm that specializes in local and metro-area delivery in large city in the United States.
All employment activities are handled by Tim who has always hired employees on the basis of three qualifications:

1. They must have a high school diploma;
2. They must pass a short paper-and-pencil test which is given to all applicants; and
3. They must have a valid driver's license if applying for the position of driver.

The short test is interesting, as it was devised by Tim from sample questions found on a GED (General Education Degree) Equivalency Test. The test consists of 33 vocabulary and mathematical questions, each worth 3 points. Anyone scoring below 70 is automatically rejected.

Last month two drivers quit, so Tim advertised in the local paper for two new drivers. Ten people applied for the openings, but Tim rejected four applicants because they were not high school graduates. Three others were rejected because of test scores below 70. The two white males hired scored the highest on the test, had high school degrees, and also had valid driver's licenses.
This week Tim was notified that two equal employment complaints had been filed against him and his firm. One complaint, a woman, alleges that the test does not measure a person's ability to drive and is not a valid predictor of job success. The other complaint, a minority man, alleges that the high school diploma requirement is not related to ability to do the job and unfairly discriminates against minorities. Tim is trying to decide how to respond to these complaints.


1. If you were an EEO investigator, how would you evaluate this selection procedure?

2. Which requirements might be viewed as job-related?

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