I am a (hypothetical) employer who used an aptitude test to screen candidates for their trainability before hire. I am being sued for discriminating against Middle Eastern applicants.
I have data that shows how many Blacks, whites, Latinos, and Middle Eastern people were hired and not hired in each of my 5 factories. I fail the 4/5ths rule for every factory. The majority race differs in each factory, but in general the middle eastern people are hired at 40 to 60% of the majority.
I want to argue that the factory is not at fault for discrimination here. Is there a statistical test I can do to show these results are not significant (such as a t test?) Would I do a t test comparing the middle eastern # of people hired to the # of people hired in the majority race for each factory?
I guess I am a little unsure of my hypothesis because I am not sure how to go about comparing the relationship.
I have data that shows how many Blacks, whites, Latinos, and Middle Eastern people were hired and not hired in each of my 5 factories. I fail the 4/5ths rule for every factory. The majority race differs in each factory, but in general the middle eastern people are hired at 40 to 60% of the majority.
I want to argue that the factory is not at fault for discrimination here. Is there a statistical test I can do to show these results are not significant (such as a t test?) Would I do a t test comparing the middle eastern # of people hired to the # of people hired in the majority race for each factory?
I guess I am a little unsure of my hypothesis because I am not sure how to go about comparing the relationship.