An incumbent is an individual holding a particular office or certain responsibilities before an election. A discrepancy between the available workforce and current workforce indicates that there is a shortage in Tanglewood. An incumbency percentage of below 80 requires Tanglewood to formulate goals of changing their demographic representation to be in line with the workforce available.
The female incumbency percent in the department manager position is 76.5%. This data indicates that females are underrepresented in the department manager position. Therefore, employers ought to work towards striking a balance between the current female employees and the available female workforce. The set goal to achieve a balance in the female employees is 41.2%. This data shows that Tanglewood currently has more men in the department manager position with only a few women. The table also shows that women in the store associates position are well represented and in the shift leaders. Therefore, it is evident that Tanglewood prefers females in low-level positions, and only a few take up the roles in the department manager roles.
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The minority incumbency percentage in the store associates position is 77.4%. Being less than 80% is a clear indication that minority groups are underrepresented in the store associates position. Therefore, Tanglewood employers need a goal of 28.8% to establish a balance between the current minority employees and the available workforce in the store associates position. The minority individuals are also underrepresented in the shift leadership positions. Hence the Tanglewood recruiting team needs a 21.6% goal to strike a balance between the available minority workforce and the current workforce. However, the minority group in the department manager position is well represented as the incumbency percentage is 84.8.
Through the analysis of the female and the minority group incumbency percentages, it is evident that Tanglewood currently is not adhering to the rules of equal employment opportunity regulations. Therefore, there is a need to reassess their hiring protocols to ensure they meet the employment rules.
