; (ii) personnel activity to determine whether there are selection disparities, which such analysis may include an analysis of the number of applications and interviews, hires, terminations, promotions, and other personnel actions of the entity; (iii) compensation systems to determine whether there are disparities in compensation; (iv) selection, recruitment, referral, and other personnel procedures to determine whether such procedures result in disparities in the employment or advancement of individuals who are qualified for the applicable position and are individuals with a barrier to employment (including ex-offenders), racial or ethnic minorities, women, disabled individuals, or veterans; and (v) any other issue that may impact the success of the workforce diversity program required of the entity under paragraph (1). (5) Action-oriented programs An entity described in paragraph (1) shall develop and execute action-oriented programs designed to— (A) correct any problem areas identified under this subsection; and (B) attain established goals and objectives that— (i) require the entity to follow different procedures than those procedures that may have previously produced inadequate results; and (ii) demonstrate the entity has made good faith efforts to remove identified barriers to workforce diversity, expand employment opportunities, and produce measurable results to achieve improved workforce diversity. (6) Internal audit and reporting system An entity described in paragraph (1) shall develop and implement an auditing system that periodically measures the effectiveness of the workforce diversity program developed and maintained by the entity under such paragraph. Such system shall include requirements for the entity to— (A) monitor records of all personnel activity, including referrals, placements, transfers, promotions, terminations, and compensation, at all levels of employment with the entity to ensure the workforce diversity program is carried out in accordance with the purposes of this subsection