Adverse Impact - Wripac：不良影响wripac.ppt

NOTES Adverse Impact Adverse Impact Some Stuff You Should Know What Exactly is Adverse Impact? A substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group (Uniform Guidelines QA #10). Where Does it Exist? Written tests typically have the highest degree of adverse impact. Highest level of impact tends to be against African Americans and Hispanics (Sackett, 2001). Physical ability tests typically have adverse impact against women, especially when they measure upper body strength. Why Does it Exist?(Guion, 1998) Chance Measurement problems inherent to the test (e.g., poor reliability) The nature of test use (e.g., ranking vs. pass/fail) Differences in distribution sizes (e.g., 100 males and only 10 females) True population differences in distributions of the trait being measured What Does it Describe? Adverse impact simply describes differences between groups on a testing process. It is not a legal term that implies guilt or a psychometric term that implies unfairness or test bias. Many employment tests result in adverse impact. Adverse impact is not normally due to forms of bias inherent to the test (Sackett, 2001). Two Types of Adverse Impact Analyses Selection Rate Comparison and Availability Comparison. Selection Rate Comparison – evaluates the selection rates between two groups on a selection procedure (or other employment decision such as layoffs). Involves two groups: a focal group (e.g., females or minorities) and a reference group (e.g., males or Caucasian). Selection Rate Comparison Four variables are entered into this type of adverse impact analysis: Number of focal group members selected Number who were not selected Number of reference group members selected Number who were not selected Selection Rate Comparison Example Availability Comparison Availability Comparison – evaluates one group’s representation in a position to their availability