Our TA team is reviewing our screening process and wants to check if any steps are creating adverse impact. Adverse impact occurs when a neutral employment practice — like a test or screening criteria — disproportionately excludes members of a protected group at a higher rate than others. The 4/5ths rule is commonly used to flag potential issues. How does your team audit for this, and what tools or methods have been most practical?
What is adverse impact in hiring, and how do you test for it in your selection process?
- Thread starter Eleni
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