When using stock statistics in job selection discrimination cases, the comparison being made is ________.
A) differences in proportions of groups hired
B) percentages of groups concentrated in certain job categories
C) percentages of groups in job categories relative to their availability in the population
D) percentages of union versus non-unionized employees

Question

Quizplus · Accepted Answer

Stock statistics in job selection discrimination cases generally compare the percentages of groups in job categories relative to their availability in the population. This is known as the availability analysis, which seeks to determine whether certain groups are underrepresented or overrepresented in a particular job category compared to their availability in the general population. This helps to identify potential discriminatory practices in hiring or promotion. Differences in proportions of groups hired (A) and percentages of groups concentrated in certain job categories (B) are also relevant in discrimination cases, but they are not the main focus of stock statistics. Percentages of union vs. non-unionized employees (D) may be relevant in certain cases, but they are not as commonly used as availability analysis in job selection discrimination cases.

When Using Stock Statistics in Job Selection Discrimination Cases, the Comparison