Impact Ratio Analysis
How can we help you?
CRI believes that there is no other way for a company to ensure equal opportunity in employment without the necessary data to statistically evaluate its adherence to company employment policy, as well as, compliance with Federal Regulations. We can conduct and IRA for the following:
- Applicants vs. Offers/Hires
- Promotions
- Transfers
- Terminations
- Training
- Selection Stage IRA’s
Career Resources will conduct IRA’s for you and can work with you to enhance your recordkeeping and selection process to help you avoid legal issues.
Career Resources believes that a company’s close monitoring of its employment practices is a way in which costly, discrimination complaints can be challenged. Documentation of a company’s process can prove consistency in the way applicants and employees have been treated. Without reliable data and documentation a company is helpless to defend itself in a complaint investigation. Victims of discrimination have a considerably stronger case when an employer has no data to backup its position, clings to an unacceptable definition of an applicant, or has incomplete and unreliable data of its entire selection process and does not measure the success or failure through IRA calculations.
What is an Impact Ratio Analysis (IRA)
IRA’s are a series of statistical calculations that measure the rates at which females and minorities are selected for employment decisions. If the selection rate for the protected classes is statistically less than the non-protected class the IRA is considered to be adverse (adverse impact exists).
What is adverse impact?
A substantially different rate of selection in hiring, promotion, transfer, training, or other employment related decisions for any race, sex, or ethnic group. A finding of adverse impact by itself, does not establish a violation device in question based on job relatedness or business necessity.
What you should know
The EEOC and OFCCP garner more financial remedies due to an employers selection process having adverse impact.
$67.5 Million In Fines
Impact Ratio Analysis continue to play a major role in the OFCCP’s audit process. Last year, OFCCP recovered a record $67.5 million in fines and penalties from federal contractors that, even inadvertently, practiced discrimination.
With the recent revisions to CFR 60–2 and the OFCCP’s final rule of the definition of an internet applicant many contractors are finding themselves in unfamiliar territory with systems and practices that could wind up costing them more money than they could even possibly imagine. Being blind-sided by and accusation of discrimination and the lengthy process of defending your position is both costly and time consuming. Allow Career Resources to prepare your analysis, identify potential problems or red-flags and together we can proactively make corrections in order to avoid an OFCCP nightmare.
EEOC Systemic Task Force Report
The EEOC has launched an initiative to fight systemic discrimination by stepping up its efforts to shatter glass ceilings related to both race and gender. The EEOC published its Systemic Task Force Report that listed 100 specific action oriented recommendations to enable the EEOC to become more effective in uncovering, fighting and remedying systemic discrimination.
Give us a call or e-mail us and we can discuss your needs
James Gutierrez
1-800-820-4080 ext 6701,