PSY 3711 1st Edition Lecture 15 Outline of Last Lecture I Age related stereotypes II Experience Outline of Current Lecture I Terms II Context III Examining evidence for bias IV Legal issues with subgroup differences Current Lecture I II Terms a Discrimination unfair dis advantage or treatment to different categories of people i Recognition and understanding of a difference ii Ability to judge what is of high quality good judgment taste b Fairness subjective judgment that refers to societ values about whether or not a selection decision is just or fair c Bias technical concept concerned with whether or not a predictor score misrepresents a person s likelihood of effective future performance Context a Predicting performance and other criteria is central goal b Cognitive ability tests have some of the highest validities for predicting job performance c Subgroup differences on GMA scores white mean score d 1 0 higher than blacks d Differences do not parallel observed subgroup differences in job performance e Although test bias would be a convenient solution there is not much evidence for test bias f Disparate impact theory employment practices considered discriminatory illegal if shown to produce disproportionate adverse impact against protected class members g Adverse impact minority applicants selected 20 differs from majority selected 50 by less than 80 ratio h Subgroup differences have major implications for HR and IO These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute i III IV As differences in predictor scores increase likelihood of selecting lower subgroup members decrease j Risk of violating 80 rule increases and threat of legal action increases k Diversity validity dilemma l Differences apply to groups not individuals m Measure group differences with cohen s d Examining evidence for bias a Three approaches i Mean score differences between groups ii Differential validity across groups iii Differential prediction across groups b Differential validity differences between validity coefficients across subgroups c Differential prediction i Different models of predictive bias exist ii Predictor oriented most used and legally defensible model iii Regression used to test for slope and or intercept differences Legal issues with subgroup differences a Disparate treatment i Based on intention to discriminate ii Direct evidence iii Circumstantial evidence iv Mixed motive b Disparate impact i Based on unintentional discrimination ii Common standards or procedures applied leads to substantial difference in outcomes for members of a group and unrelated to success on the job c US legal backdrop i US constitution 13th and 14th amendment ii Civil rights act of 1866 right to make and enforce employment contracts iii Civil rights act of 1871 right to sue in federal court if deprived of constitutional rights iv Equal pay act of 1963 equal pay rate across sexes for substantially equal work d Civil rights act of 1991 i No separate cutoffs ii No separate norms iii No bonus points iv No quota e Americans with disabilities act of 1990 i Employer is prohibited from discriminating against a qualified individual with a disability ii Implications for employers 1 Accessibility of public buildings 2 Reasonable accommodations to be made 3 Pre employment physicals 4 Medical info must be kept separate from other work related information 5 Drug testing permissible f Characteristics of medical screen i Is test designed to reveal impairment or physical or mental health ii Is the test normally given in a medical setting iii Is the test administered or interpreted by a health care professional iv Is medical equipment used v For clinical personality tests the answer to i and ii are yes and iii iv are no g Equal employment opportunity commission EEOC i Independent regulatory agency charged with enforcing federal civil rights law ii Adverse impact occurs when the selection ratio for a protected minority group is lower than that of the majority h Testing and the civil rights act i Law prohibits intentional discrimination ii Unnecessary for plaintiff to prove intentional discrimination iii Job related tests and other selection procedures are legal and useful iv Employer bears burden of proof that requirements are related to job performance v Selection tools must be based on job analysis