o determine the availability for each job category, the raw statistics for percentage of female and minority employees are multiplied by the value weight, and then these weighted statistics are added together within each job category. The value weight is the percentages assigned to each of the factors within a job group. In this case study the factors are external and internal hires and the value weight reflects the percentage of employees that come from each method or factor. For example, historically, $65\%$ of customer service representative are hired from the internal pool of employees, while $35\%$ come from outside hires. All of the tellers have historically been hired externally.

Table $1-$ Determine Availability

Raw Statistics Weighted Statistics

Tellers External Female Minority Value weight Female Minority

$82\mathrm{.}6\%56\mathrm{.}7\%100\%82\mathrm{.}6\%46\mathrm{.}8\%$

Customer Service Reps Internal $58\mathrm{.}0\%32\mathrm{.}0\%65\mathrm{.}0\%37\mathrm{.}7\%12\mathrm{.}1\%$

External $64\mathrm{.}5\%47\mathrm{.}0\%35\mathrm{.}0\%22\mathrm{.}6\%10\mathrm{.}6\%$

$60\mathrm{.}3\%22\mathrm{.}7\%$

Assistant Branch Manager Internal $35\mathrm{.}0\%28\mathrm{.}6\%88\mathrm{.}0\%30\mathrm{.}8\%8\mathrm{.}8\%$

External $42\mathrm{.}6\%35\mathrm{.}8\%12\mathrm{.}0\%5\mathrm{.}1\%1\mathrm{.}8\%$

$35\mathrm{.}9\%10\mathrm{.}6\%$

Branch Manager

Internal $28\mathrm{.}2\%16\mathrm{.}5\%65\mathrm{.}7\%18\mathrm{.}5\%3\mathrm{.}1\%$

External $33\mathrm{.}8\%23\mathrm{.}3\%34\mathrm{.}3\%11\mathrm{.}6\%2\mathrm{.}7\%$

$30\mathrm{.}1\%5\mathrm{.}8\%$

The availability data are taken from Table $1$ and then used for determining if some demographic groups are underrepresented in the workforce of the branch and also for developing placement goals. A shortage exists if there is a discrepancy between the current workforce and the available workforce as calculated by the ratio of the current workforce divided by the current workforce. If the incumbency percent is below $80\%(4/5\text{'}$s$),$ the bank will need to establish a goal of adding more employees in the groups that are underrepresented. To estimate this proportion, the incumbency $($or current population of employees$)$ for females is divided by the availability for females based on the Census data, and the incumbency for minorities is divided by the availability for minorities.

Table $2-$ Comparing current employees to availability and annual goals

Female Current Female Available Percent Goal? Minority Current Minority Available Percent Goal

Tellers $75\mathrm{.}0\%82\mathrm{.}6\%90\mathrm{.}8\%$ No Goal $25\mathrm{.}0\%56\mathrm{.}7\%44\mathrm{.}1\%56\mathrm{.}7\%$

Customer Service Reps $65\mathrm{.}0\%60\mathrm{.}3\%107\mathrm{.}8\%$ No Goal $12\mathrm{.}0\%22\mathrm{.}7\%52\mathrm{.}9\%22\mathrm{.}7\%$

Assistant Branch Manager $25\mathrm{.}0\%35\mathrm{.}9\%69\mathrm{.}6\%35\mathrm{.}9\%10\mathrm{.}6\%12\mathrm{.}4\%85\mathrm{.}5\%$ No Goal

Branch Manager $22\mathrm{.}0\%30\mathrm{.}1\%73\mathrm{.}1\%30\mathrm{.}1\%2\mathrm{.}0\%2\mathrm{.}7\%74\mathrm{.}1\%2\mathrm{.}7\%$

Based on the data provided you should answer the following questions:

Examine Table $2$ for the demographic categories analyzed. Which classes or jobs appear to be out of line with the available workforce from the Census for the Metro Washington, D$.$C$.$ area? What patterns do you see and what does that suggest to you?

Based on your analysis, what do you think the company should do to change their current recruiting and promotion practices? In your answer, consider the fact that the bank is using promotion and external hiring as a method of filling the positions. How should their current method change as a result of your analysis?

Based on your learning in this case study, what do you believe are the pros and$/$or cons of affirmative action?