So I'm looking at some information about the EEOC's new E-RACE Initiative, which they describe as a systemic effort designed to ensure workplaces are free from race and color discrimination, and I come across this quote:
"Studies reveal that some employers make selection decisions based on names, arrest and conviction records, employment and personality tests, and credit scores, all of which may disparately impact people of color."
The citations for this sentence include a study on criminal records and one on names.
This triggers a couple questions for me...
1) What is the difference between an "employment" test and a personality test? Is this just redundancy or was it intentional?
2) More importantly, where is the evidence that personality tests have disparate impact? The research I'm familiar with indicates that differences between subgroups are relatively small.
As far as I know, cognitive ability tests are still the biggest 'offender' when it comes to racial differences in test scores (although this can be reduced by focusing on aspects of cognitive ability, such as short-term memory). Seems like this is where the EEOC would want to focus, along with background checks?