Case 5 Proposal Tanglewood prides itself on encouragement of diversity in the workplace. All hiring and promotion decisions should be made on the basis of character and quality of work. The ensuing lawsuit brings about a need to analyze Tanglewood’s selection strategies to ensure these practices are not hindering the promotion of diversity. The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that will allow for calculation and comparison of these statistics.
The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If is it shown that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” then this will usually be considered to be evidence of adverse impact. After review, the total number of Department manager positions reveals the number of whites employed at this level begins to rise over that of non-white or African Americans.
At the next level of Assistant Store Manager, we see a astounding 92. 75% are white, which is nearly 10% higher than the ratios encountered at Associate and Shift Leader positions. Once you reach the highest job level, Store Manager, we see that 69. 56% are white and 30. 44% are non-white, but )% is African American. It appears this company has a ways to go to achieve adequate levels of diversity within the organization as a whole. Achieving Better EEO Outcomes
In addition his actions based upon the information provided do not represent the level of loyalty and respect for the organization that is required of persons that are wishing to be promoted to higher levels within the organization. This neither information that we are provided does not provide nor give sufficient insight to this case that should/would warrant the need for Tanglewood to change/adjust its current promotion system for employees. Promotion and Career Development Changes
Tanglewood is known for its culture and philosophy to provide the best work environment and customer service in the retail industry. Tanglewood also prides itself on allowing employees to grow and develop through its management training programs; however, it is essential for Tanglewood’s current HR staff and executive management team to be particularly aware of the statistical numbers of its management staff and to continue to recruit and employ a good, diverse group of candidates to be considered for management.
In an effort to increase the level of minorities employed in the management program, it its proposed that Tanglewood recruits from primarily minority institutions and groups. Tanglewood can also use external sources that focus and cater to minority employment. Tanglewood can also continue to promote their philosophy, work environment and commitment to excellent customer service. Ultimately, Tanglewood’s philosophy and culture is to promote excellent customer service and to provide an outstanding work environment.