Review hiring equity with clear impact ratio checks. Compare rates across groups and flag possible adverse impact using practical, audit ready outputs today.
| Group | Applicants | Selected | Selection Rate |
|---|---|---|---|
| Reference Group | 120 | 48 | 40.00% |
| Target Group | 90 | 24 | 26.67% |
In this example, the impact ratio is 0.6667. That result is below 0.80. The review should continue with context, documentation, and deeper analysis.
Selection Rate = Selected Candidates ÷ Total Candidates
Impact Ratio = Target Group Selection Rate ÷ Reference Group Selection Rate
80 Percent Check = Impact Ratio compared with 0.80
This method supports adverse impact screening. It compares outcomes between a target group and the highest or chosen reference group. A result below 0.80 may signal a need for review, validation, and policy checks.
Enter the job title or process name first. Add the analysis period and decision stage. Then provide the reference group name, total applicants, and selected count. After that, enter the target group values. Press the calculate button to view the result above the form. Review the rates, impact ratio, threshold, and status message. Use the graph for quick comparison. Export the result as CSV or PDF for records, meetings, or audit files.
Impact ratio helps teams review fairness in decisions. It is common in hiring, promotion, transfer, and screening analysis. The calculator compares selection rates across two groups. It turns raw counts into a clear ratio. That makes reviews faster and more consistent.
A selection rate shows how many people moved forward. The reference group rate becomes the comparison base. The target group rate is divided by that base. The result is the impact ratio. A lower ratio may point to a pattern that needs attention.
People teams use this metric during compliance reviews. Recruiters use it after resume screens, interviews, and offers. Promotion committees can test advancement decisions. Learning teams can review program access. Workforce planners can compare internal movement outcomes.
The number alone does not prove discrimination. It is a screening signal. It shows where deeper review may be necessary. Teams should inspect job requirements, test validity, outreach methods, and decision rules. They should also review sample size and data quality.
Store the counts, rates, and date range together. Record which group served as the reference. Keep notes on stage definitions. Use one method across every review cycle. Consistent reporting helps leaders compare periods and explain changes.
When used well, impact ratio analysis supports fairer systems. It can improve monitoring, documentation, and accountability. It also helps teams ask better questions before risk grows. That makes the metric useful for practical HR governance.
An impact ratio compares one group’s selection rate with a reference group’s selection rate. HR teams use it to screen for possible adverse impact in employment decisions.
The guideline flags cases where the target group’s selection rate is less than 80 percent of the reference group’s rate. It is a review signal, not a final legal conclusion.
The reference group is often the group with the highest selection rate or the standard comparison group used in your review process. Consistency matters across reporting periods.
Yes. The calculator works for hiring, promotion, transfer, interview progression, and other pass fail stages where you compare selected counts against total eligible counts.
No. It indicates that a deeper review may be needed. Teams should examine process design, job related criteria, sample size, and other supporting evidence.
Incorrect applicant or selected counts can distort rates and ratios. Clean data improves consistency, trend analysis, and the reliability of internal compliance reviews.
Yes. Small groups can create unstable rates. A single decision may shift the ratio sharply. Use the metric carefully and combine it with context.
Exports help with audit files, review meetings, policy discussions, and recurring reporting. They also make it easier to compare periods and preserve decision records.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.