By: Samantha Rhoads & Michael Cortes[1] The COVID-19 pandemic has put a spotlight on statistical terms often unfamiliar to anyone but such professionals as statisticians and data scientists. Terminology such as infection rates, “flattening the curve,” and related statistical information are now being used as slogans and hashtags. This post offers a brief explanation of data analytics and the related math for a better understanding of statistics and data. Being inundated with information and…

Check out our Winter 2020 Class Action Trends Report.  Our quarterly report discusses new developments in class action litigation and offers strategic guidance and tactical tips on how to defend such claims.  This issue covers using data analytics.  Read it here.…

As employers seek to make increasingly efficient and “better” hiring decisions, avoid biases, and increase workforce diversity, they are turning to, or considering, a growing range of technological tools. Essentially, these tools help employers efficiently identify qualified candidates, narrow the pool of job seekers, and predict who may be the “best” hire. As is often the case, however, technological advances may outpace our ability to keep up, and our ability to predict and understand the…

The Equal Employment Opportunity Commission (EEOC) has established the Office of Enterprise Data and Analytics (OEDA) to “provide [their] customers timely, accurate, and bias-free data and information to prevent and remedy unlawful employment discrimination, and improve organizational performance.” EEOC Director and Chief Data Officer Samuel C. “Chris” Haffer leads the OEDA. This is an exciting and forward-looking development. Jackson Lewis’ Data Analytics Group was invited to EEOC’s headquarters in Washington, D.C. to attend a listening…

As if you don’t have enough on your plate already. You just heard in the lunchroom that your Chief Diversity Officer is making a presentation to a trade group on the company’s workforce demographics. Should you care? An often-overlooked area of data analytics is in a company’s diversity office. I say “overlooked” because some diversity offices do not feel the need to seek the legal department’s advice when they embark on gathering data about, for…

Pay equity between men and women – and among different races – has long been a concern for employers who want to ensure they are paying people according to job-related reasons, in compliance with anti-discrimination laws, and in a way that aligns with the organization’s practices and philosophies. In the midst of the #MeToo and Time’s Up movements, pay equity has taken a front seat in the public dialogue. More than ever, employers want to…