Fairness in Testing: What to do when Group Differences are Found ?

If the testing appears to show bias towards or against certain groups of people the following steps should be taken.

Review the job analysis

Is the job still the same as it was when the original job analysis was completed? Was the job analysis accurate? Are the skills being measured relevant to the role?

Review the tests being used

Does the test require a higher level of attainment than is needed for the job? Is the language required to complete the test in excess of that required by the job? If the test is a speed test - is speed required in the job?

Consider other tests or alternative assessment methods

Is there some other test or some other way of assessing the requirement that would reduce adverse impact?

Review your selection strategy

A top down approach can sometimes increase adverse impact - consider switching to a cut off. If you are already using a cut off score - is it inappropriately high?

Review entry level requirements

Might it be possible to redesign the job or the initial training in it so that entry requirements can be lowered? Can disadvantaged groups be trained to offset differences or to enhance relevant skills?

It is important to note that while it is quite lawful to encourage applications from under-represented groups and to provide special training for them once they have been selected, selection itself must be based purely on job-related factors. Section 48 of the Sex Discrimination Act states that ‘it is not lawful to try to correct an imbalance of the sexes in the workforce or any part of it by seeking to operate a quota system'.

Written by Wendy Lord

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