Final answer:
Utilization analysis (D) is the correct answer as it pertains to comparing the demographic makeup of an employer's workforce with that of the available labor supply in the context of an affirmative-action plan.
Step-by-step explanation:
The concept you're asking about relates to the affirmative-action plan required by the Office of Federal Contract Compliance Programs. The correct answer here is D. utilization analysis. Utilization analysis involves a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply. This type of analysis is part of the affirmative action policies that businesses or government entities pursue to ensure they are providing equal opportunities and addressing any discrepancies within their workforce.
Affirmative action represents the active efforts by government or businesses to give special rights to minorities in hiring and promotion to make up for past discrimination. An increasingly diverse workforce is a significant feature of the modern employment landscape, with ethnic and racial demographics shifting over time. As such, utilization analysis is a tool to assess and ensure that workforce composition is aligned with broader market availability and diversity.