Consider the table below which outlines candidate demographic statistics related to hiring at a mid$-$sized $(150$ employees$)$ engineering firm in Midwest in $2020.$ The first number in each cell represents the number of candidates who applied for the position while the second number represents the number of candidates who were given job offer. For example, $6$ technical writers were hired from a pool of $70$ in $2020.$ Of those candidate, a total of $51$ candidates were classified as White $-$ not Hispanic$/$Latino and $4$ were hired. Individuals who did not disclose their ethnicity were removed from the sample.

In the final row, regional demographics are listed which outlines the demographics of the immediate area where the majority of candidates may be expected to be hired from.

Hired Candidate Demographics

Position Job Applicants Hires White $-$ not Hispanic$/$Latino White $-$ Hispanic$/$Latino Black$/$African American Native Hawaiian$/$Pacific Islander Asian American Indian$/$Alaskan Native

Technical Writer $70651-42-08-10-07-11-0$

Associate Engineer $45631-21-07-20-06-21-0$

Senior Engineer $1018-00-01-00-01-10-0$

Account Manager $79470-40-08-01-00-00-0$

Aggregate Hiring

$20417156-10$

$3-024-31-014-42-0$

Regional Demographics $(\%$ of population$)----66\mathrm{.}5\%13\mathrm{.}1\%14\mathrm{.}0\%0\mathrm{.}05\%3\mathrm{.}2\%3\mathrm{.}0\%$

Based upon the data presented above, answer the following questions

$1.$ Examine the hiring statistics in comparison to the regional demographics in the area. Are there any potential demographic representation concerns that may arise based upon the information provided above?

$2.$ Utilizing the aggregate hiring statistic, apply the $4/5$ rule to identify which $($if any$)$ demographics are underrepresented in the sample.

$3.$ How might the company modify their hiring strategy to address any concerns identified in questions $1$ and $2?$