Question 1

Discuss the common statistical methods introduced in the chapter to establish disparate impact.

Accepted Answer

The answer of Discuss the common statistical methods introduced in...

Question 2

Employers should not consider __________ when they challenge the complaining party's statistics.

Accepted Answer

Bottom-line statistics are not relevant when challenging the complaining party's statistics, as they do not address the specific statistical analysis or methodology used in the complaint.

Question 3

The following defines which answer choice? "The selection rates of protected class members at the conclusion of the selection process."

Accepted Answer

The correct answer is "bottom-line statistics," which refers to the analysis of the final outcomes of a selection process, specifically looking at the rates at which members of protected classes are selected compared to others. This approach focuses on the end result rather than the process used to get there.

Question 4

Where could an employer find relevant labor market information?

Accepted Answer

The Bureau of Labor Statistics (BLS) is the primary source for labor market information, providing data on employment, wages, and other economic indicators.

Question 5

"Hiring by the numbers" is:

Accepted Answer

"Hiring by the numbers" refers to practices such as setting quotas for hiring specific groups, which can violate Title VII of the Civil Rights Act of 1964 if it results in discrimination against or for certain groups based on race, color, religion, sex, or national origin.

Question 6

__________ provides statistics on the composition of the employer's workforce and how that workforce compares to its relevant labor market.

Accepted Answer

The answer of __________ provides statistics on the composition of...

Question 7

In order to be accurate, stock analysis begins with properly identifying:

Accepted Answer

Stock analysis in the context of labor and employment often involves understanding the composition of the workforce in a specific labor market. This helps in identifying disparities or discrimination within hiring practices or employment patterns. Choices A, B, and D are not directly related to the initial step of conducting a stock analysis, which focuses on understanding the labor market context.

Question 8

Explain disparate impact as related to age discrimination.What is the difference in the employer's defense for disparate impact under the ADEA versus Title VII?

Accepted Answer

The answer of Explain disparate impact as related to age...

Question 9

In _____, the Supreme Court ruled that individuals can establish an actionable case of age discrimination by showing that certain facially neutral practices have the effect of excluding older employees/applicants.

Accepted Answer

The answer of In _____, the Supreme Court ruled that...

Question 10

In the course of a disparate impact investigation, if the employer discerns problems or deficiencies in the data offered by the plaintiff, the employer may submit:

Accepted Answer

Countervailing statistics are used by employers to challenge or refute the data presented by the plaintiff in a disparate impact case, providing an alternative perspective on the alleged discriminatory impact.

Question 11

In the commonly used calculation for statistical deviations found in the textbook, the z score equals:

Accepted Answer

The z score is calculated by taking the difference between a value (A) and the mean (E) and then dividing by the standard deviation (SD), which is represented as (A - E) ÷ SD.

Question 12

What is the main difference between disparate impact and disparate treatment? What are the necessary proofs to establish a prima facie case under disparate impact?

Accepted Answer

The answer of What is the main difference between disparate...

Question 13

Under the ______, the employer's defense for disparate impact is legitimate nondiscriminatory reason and not business necessity/job-relatedness as it is under Title VII.

Accepted Answer

Under the Age Discrimination in Employment Act (ADEA), the employer's defense for a claim of disparate impact is a legitimate nondiscriminatory reason, which is a different standard than the "business necessity/job-relatedness" defense used under Title VII of the Civil Rights Act.

Quiz 4: Unintentional Discrimination: Disparate Impact