Adverse Impact and Discrimination: A Little Practice The book, the Q\&A from the EEOC, and Supplemental Guide 1 all highlight the critical importance of knowing the definition of Adverse Impact, knowing how to determine if it exists in any situation, and knowing its relationship to illegal discrimination. Here's an exercise to reinforce your learning. Background: Lame Duck Airlines (LDA) is a major air carrier based in the United States. It hires thousands of people each year. As such, the Federal Government closely monitors its compliance with EEO guidelines and laws. Each year, LDA must report the results of its hiring to the Department of Transportation. Last year, the compliance officer for the airline provided the DOT with the following information: According to the compliance person, the government could see from the data that the airline doesn't discriminate based on ethnicity. It hired 61.7% of all applicants, and it hired 175 out of 300 Asian applicants. Thus, the selection rate for the smallest ethnic group of people hired was 58.3% which far exceeds the 4/5 s rule's requirements. Your assignment! a. Place an " X " in the correct space below. (There is only one correct answer The other two are totally indefensible from a professional perspective) agree with the compliance officer. LDA is not discriminating. I disagree with the compliance officer. LDA is discriminating I don't know if LDA is discriminating based on ethnicity. b. If you think there is essential information missing from the Table that is important for the airline's calculations but was not given to DOT, fill it in. c. As a professionally trained selection expert, thoroughly justify the choice you provided in (a) For full credit, you must demonstrate that you understand how to calculate adverse impact, the relationship it has to prima facie discrimination and illegal discrimination, and the steps that an organization must take if when it does show adverse impact. Type your answer below