ServePro

Introduction

ServPro, Inc. has recently faced a discrimination claim regarding salary disparities between minority and non-minority employees. My investigation aimed to analyze the employment and pay history data to assess the validity of the claim and provide recommendations to address the identified issues. In this report, I present the findings, policy recommendations, and a solution overview to address the concerns raised by the employees.

Statistical Results

When I began my analysis of the salary data for minority and non-minority employees, I first collected the necessary employment and pay history data from the provided SERYPRO.DAT file. I focused on relevant variables such as employee race, salary, tenure, and job performance ratings.

Once the data was prepared, I calculated the mean salary, standard deviation, and confidence intervals for both minority and non-minority employees to understand the central tendencies and dispersion of salaries within each group.

To determine whether there was a significant difference between the mean salaries of minority and non-minority employees, I formulated a null hypothesis and performed a two-sample t-test to compare the means of the two groups. I calculated the test statistic and corresponding p-value and compared it to a predetermined significance level to determine if there was sufficient evidence to reject the null hypothesis.

In order to quantify the magnitude of the salary disparity between the two groups, I calculated the effect size using the difference in means and the pooled or Satterthwaite standard deviation. I also examined other factors that could potentially explain the salary differences, such as tenure, job performance ratings, and job positions, to better understand the underlying causes of the observed disparities.

Finally, I compiled the results of my statistical analysis, presenting the key findings in a clear and concise manner. This information informed my recommendations and proposed solutions for addressing the salary discrimination concerns at ServPro, Inc.

Beginning, with correlations between variables, a helpful overview can be seen of the overall employment picture at ServePro.

The table above shows the correlation coefficients between four variables: Age, Tenure, Rating, and Salary. Correlation coefficients range from -1 to 1, with -1 representing a perfect negative relationship, 1 representing a perfect positive relationship, and 0 indicating no...…include an analysis of starting salaries, pay raise distribution, and promotional practices. Second, it should implement a robust performance management system that ensures fair and objective evaluations for all employees. This system should include clear performance metrics, regular feedback, and opportunities for training and development.

Third, admin can strengthen ServPro's affirmative action program by setting specific diversity targets, providing diversity training for all employees, and establishing mentorship and sponsorship programs to support the career development of minority employees. Fourth, there should be a transparent Communication Plan: the company can develop a transparent communication plan to keep employees informed about the company's ongoing efforts to promote diversity and inclusion, as well as any changes to compensation policies and practices.

Conclusion

In summary, my analysis revealed a salary disparity between minority and non-minority employees at ServPro, warranting further investigation and action. If the company adopts the recommended policy changes and implementing the outlined solutions, ServPro can demonstrate its commitment to diversity, inclusion, and fair treatment for all employees. Addressing these issues proactively and transparently will contribute to a positive work environment and enhance…