Psychological testing free from prejudice
Article Abstract:
The experience of several UK organizations shows that the best way to tackle the controversial issue of discriminatory selection testing procedures would be to minimize 'adverse impact' instead of trying to justify it. 'Adverse impact' is said to occur if a substantial disparity in the test scores of candidates from different ethnic groups is observed. Selection procedures that lead to unjustifiable 'adverse impact' can be deemed unlawful and should therefore be avoided to avert charges of intentional discrimination. Steps that organizations can take to minimize 'adverse impact' include ensuring that a test is appropriate for the job position being applied for, providing test practice leaflets to ensure that candidates are adequately prepared, and using validation studies to ensure that tests are relevant. The use of job analysis is also very valuable as it allows tests and norms to be established relative to the skills mix required for different jobs.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1992
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Why equality won't appear on the bargaining agenda
Article Abstract:
The UK government made it clear during the parliamentary debate on the Sex Discrimination Act of 1986 that they expected that equal opportunity policies would result from unions and employers creating voluntary arrangements to alleviate sex discrimination during voluntary labor negotiations. Research ,however, indicates that employers and unions have done little to ensure that arrangements are in compliance with sex discrimination law because they fail recognize the problem. Many firms believe job segregation exists because of worker preferences. Personnel managers need to help reduce discrimination by: appointing training and evaluating management negotiators; monitoring workforce composition; and managing culture change.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1990
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