Equal Employment Law for Manpower Planning.

Recent legal history indicates that courts and administrative agencies are giving weight to numerical measures of work-force integration and discrimination. Courts have examined the extent to which various groups are represented in an employer's work force and the extent to which underrepresented groups are placed at a disadvantage by an employer's practices. Such information, stated numerically, can establish a prima facie case of discrimination. Administrative agencies have required employers to set numerical goals for increasing the representation of groups that are underrepresented in the employer's work force. This paper examines the legal background of numerical measures and proposes models for computing work-force representativeness. It then proposes a disaggregated Markov forecasting model as a method for setting numerical goals, as required in Affirmative Action planning. That model predicts changes in work-force representativeness, assuming a given numerical impact on the employer's internal and external labor markets of