Comparing Stock Statistics Utilization Analysis

Using this table, compare the stock statistics the ratio of employees in a given job relative to the percentage of (qualified) people in the potential applicant pool (usually limited geographically), which helps determine if any demographic group is underutilized. Note, there is no legal requirement for the stock statistics (incumbency/availability) to be equal, but it can be used as a way to evaluate if the staffing function should be evaluated further.

Job Group	Female Incumbency %	(Qualified) Female Availability %	Based on the stock statistics, is underutilization occurring? Would you set a goal to increase (or decrease) the utilization of men or women in each occupation group?	If Yes, what would you set as a goal?
1	3.00	47.6	Yes (the staffing ratio is (3.0/47.6) = 6.3%, well below the 80% threshold). Although this isnt illegal, if you were sued, this would likely be used as evidence that women are somehow disadvantaged in the recruitment process for this position.	Goal could be set between (38.0% to 59.5%)
2	40.5	43.8	92%
3	20.0	34.5	58%
4	83.3	65.0	128%
5	85.2	78.5	109%
6	22.5	38.5	58%

Fill in the rest of the table on your own.

which includes a similar table to see additional examples.

Based on the information available (just this table), is there any evidence that disparate treatment is occurring? Why or why not?

In cases where underutilization is found, what criteria did you use to set a staffing goal?

Where would you suggest looking for data about the availability of people within a certain demographic or industry?

What other information would you want to have to help develop an AAP to help meet your goals?