Abstract
This study develops a dynamic model of ideal minority representation in an employer's work force. The model assumes that the hiring and termination processes are random and takes into account both changes in the size of the work force over time as well as minority representation in the labor pool from which employees are drawn. Various parameter specifications representing alternative employer personnel practices are utilized to demonstrate their impact on the adjustment path of work force minority representation toward that found in the overall labor pool. The model is then estimated empirically to generate a point of comparison in a case study involving alleged sex discrimination in the hiring practices of an academic department at a major midwestern university. A test procedure is illustrated which allows formal statistical comparisons of actual work force minority representation and the ideal minority representation by the model.
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