Acceptable Adverse Impact of Selection Procedures in Organisations

Abstract

Evidence exists which suggests that organisations may have misinterpreted the intent and letter of the current US law in personnel selection. The flawed response that many organisations have taken as a result of this misinterpretation is described. While “unfair discrimination” is reprehensible, data and logic are presented which suggest that adverse impact in selection can be both acceptable and necessary in a responsible organisation.

Citation

Thacker, J.W., Blanchard, P.N. and Camp, R.R. (1989), "Acceptable Adverse Impact of Selection Procedures in Organisations", Journal of Managerial Psychology, Vol. 4 No. 1, pp. 3-11. https://doi.org/10.1108/EUM0000000001706