Draw a diagram with aggregate demand, short-run aggregate supply, and long-run aggregate supply. Be careful to label the axes correctly
When any of these protected factors (sex, age, race, religion, national origin, disability status) IS used inappropriately in employment decisions (e.g., selection), it will result in adverse impact. When the Hooters restaurant only selects females to be servers, there is adverse impact for males. Adverse impact is bad if an employer cannot show evidence that its selection practices (e.g., selection tests, work samples, employment interviews) are predictive of future job performance. When the employer can't show this, then it means the employer discriminated against a protected subgroup and thus, disadvantaged members of this subgroup unlawfully. However, should an employer show that the selection practices ARE valid and predictive of future job performance, then the selection practice
