Models for Affirmative Action Planning and Evaluation
提出两个模型，帮助组织设定女性与少数族裔就业的合理数量目标，并评估进展。第一个模型通过招聘和留任率预测未来就业结构；第二个模型用马尔可夫链分析固定规模单位中少数群体职位数量的概率分布。对斯坦福大学的教职员工规划有应用。
Two models are presented as aids in setting realistic numerical goals for the employment of women and minority persons, and in evaluating progress towards meeting such goals. By modelling personnel flows in terms of hiring and persistence rates for various job categories, we develop a consistent structure for projecting future employment patterns as a function of hiring goals. These hiring goals themselves are made to depend on the growth-rate of staff size, the relative availability of women and minority candidates in the potential pool of job applicants, and the organization's policies towards equity in hiring. The second model considers a small organizational unit with fixed staff size. By formulating the process of attrition and replacement with new hires as a Markov chain, we are able to make probability statements about the number of positions that will be occupied by women and/or minority persons at some future time. The relationship of the these probabilities to the distribution among job applicants is made explicit. Applications of these models to faculty and staff planning at Stanford University are briefly discussed.