How could a human resource management (HRM) department use these tests to determine potential discriminatory practices? 

For HRM purposes, there are four tests to help HRM identify if discrimination might be present in the workplace:

(1)   McDonnell-Douglas Test

(2)   Restricted Policy

(3)   Geographic Comparison

(4)   Four-Fifth’s Rule

For example, the 4/5ths rule test only indicates that discrimination might be present.  The employer would need to prove in a court of law that workplace practices are in compliance with EEO laws, should a litigation suit be brought against them.

Question: How could a human resource management (HRM) department use these tests to determine potential discriminatory practices?