A health care organization wants to hire 100 medical technicians, and of the 250

Question

A health care organization wants to hire 100 medical technicians, and of the 250 applicants that apply, 125 are male and 125 are female—all equally qualified. The organization hires 80 of the male applicants and 20 of the female applicants. Using Table 4.8, analyze whether or not disparate treatment exists in this hypothetical organization. Provide examples to support your rationale.

This is the table below:: Steps 1-3***see below

Table 4.8 How to Determine if Disparate Impact ExistsPremise: A healthcare organization wants to hire 75 X-ray technicians.• Of the 200 applicants that apply, 100 are male and 100 are female—all equally qualified. • The organization hires 50 of the male applicants and 25 of the female appli-cants. Step 1: Calculate the hiring rates of each group. • 50 males hired/100 male applications = 50%, or 0.50• 25 females hired/100 female applications = 25%, or 0.25 Step 2: Compare the hiring rates. • The hiring rate of the female applicants was 25%, which means that one out of four female applicants was hired. The hiring rate of the male applicants was 50%, which means that one out of two male applicants was hired. Step 3: Apply the four-fths, or 80%, rule. • Divide the hiring rate of the women (25%) by the hiring rate of the men (50%). The ratio is 50%. If the ratio between the protected class group, which is women in this case, is less than four fifths, or 80%, of the majority group, which is the male group, then disparate impact exists in the hiring process. The result of 50% indicates there is an unfair representation of the protected class (females) in this hiring process, which may indicate a discriminatory process.

Explanation / Answer

Step 1: Calculate the hiring rates of each group and compare them

• 80 males hired/125 male applications = 64%, or 0.64

• 20 females hired/125 female applications = 16%, or 0.16

Step 2: Compare the hiring rates.

The hiring rate of male applicants is 4 times compared to the hiring rate of female applicants, which is very high

Step 3: Apply the four-fths, or 80%, rule

Divide the hiring rate of the women (16%) by the hiring rate of the men (64%). The ratio is 25%.

This value is less than 80%, which indicates a discriminatory process.

Disparate treatment could be analyzed with the occurrence of all the following conditions:

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