Statistical Analysis of Adverse Impact
Traditionally, employers have approached discrimination prevention through training. Millions of dollars and countless hours are spent in seminars discussing communication, conflict resolution and diversity. Because adverse impact is not intentional discrimination, it doesn't happen through personal interaction. It resides in the policies and practices of an organization. The time and money spent on conventional training does not address adverse impact and isn't effective at preventing it. The only way to successfully manage the risk of adverse impact is to proactively examine policies and practices with quantitative tools.
Dr. Thomas' book offers a non-technical introduction on using statistics to examine policies and procedures. It's written for human resources professionals, compliance officers, legal counsel and others wanting to gain a practical understanding of adverse impact analysis.
"The book won't make you a statistical expert and it won't replace a statistical expert," says Thomas. "But it will give you background on the tools your expert is using and give you a better understanding of how to identify, correct and prevent adverse impact within your organization."
Dr. Stephanie R. Thomas, founder of Thomas Econometrics, is regarded as one of the leading experts on analysis of equal employment opportunity issues. Thomas has testified as an economic and statistical expert in federal and state courts throughout the United States. For more than a decade, she has provided quantitative consulting services to Fortune 500 companies, major law firms, and federal and state governments and agencies such as then Department of Justice and the FBI.
For additional information or to purchase Dr. Thomas' book, visit www.adverse-
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