Personnel director should not be worried according to the flow chart analysis and its outcome in the given scenario. In the first step of the flowchart, the organization identified the presence of discrimination in the past or not. Here, discrimination against Hispanic in the past is found to be true. So, it sets the need of affirmative action in the organization. In the second step, the affirmative action plan is only for those (Hispanic population) who suffered in the past due to discrimination. So, it confirms the legality of the affirmative action plan. Further the plan is based upon the qualified work force. Even in present scenario, representation of the Hispanic population is 28% in qualified workforce, but in school workforce, it is 25%. So, the representation of the Hispanic people in school workforce is still less than the qualified workforce. Further the affirmative action plan does not curtail the rights of non-minority people as the majority of the workforce still belongs to the nonminority people. So, affirmative action plan is not being used as a shield against the nonminority people. Thus, the action is legal. Lastly, the plan has the set objectives to improve the participation of Hispanic employees