The use of tests and assessments in employment-related decision making has the potential to benefit organizations and individuals. However, their use is frequently criticized because of their adverse potential for bias and unfairness. Although issues pertaining to employment testing, bias, and unfairness are extensively researched and written about, previous work has predominately focused on perspectives from the United States. Therefore, the goal of this handbook is to provide a global examination of ideas and issues pertaining to bias and unfairness in employment testing. Specifically, this text details perspectives from twenty-three countries spanning six regions of the globe, on the definition, assessment, and reduction of bias and unfairness in employment testing. In doing so, this work fills a critical gap in the knowledge and information available to employment testing scholars and practitioners who conduct research and practice in an increasingly globalized world.
1. An introduction to, and summary of global perspectives from twenty-three countries on the definition, assessment, and reduction of bias and unfairness in employment testing; 2. Twenty questions about employment testing bias and unfairness in Australia; 3. Twenty questions about employment testing bias and unfairness in Belgium; 4. Twenty questions about employment testing bias and unfairness in Canada; 5. Twenty questions about employment testing bias and unfairness in China; 6. Twenty questions about employment testing bias and unfairness in France; 7. Twenty questions about employment testing bias and unfairness in Germany; 8. Twenty questions about employment testing bias and unfairness in Ghana; 9. Twenty questions about employment testing bias and unfairness in Greece; 10. Twenty questions about employment testing bias and unfairness in India; 11. Twenty questions about employment testing bias and unfairness in Italy; 12. Twenty questions about employment testing bias and unfairness in Japan; 13. Twenty questions about employment testing bias and unfairness in Mexico; 14. Twenty questions about employment testing bias and unfairness in the Netherlands; 15. Twenty questions about employment testing bias and unfairness in Nigeria; 16. Twenty questions about employment testing bias and unfairness in Poland; 17. Twenty questions about employment testing bias and unfairness in Romania; 18. Twenty questions about employment testing bias and unfairness in South Africa; 19. How are bias and unfairness issues applied to emerging new predictors that make use of artificial intelligence and/or machine learning?; 20. How have laws and the legal environment affected the practice of industrial, work, and organizational psychology?; 19. Twenty questions about employment testing bias and unfairness in South Korea; 20. Twenty questions about employment testing bias and unfairness in Spain; 21. Twenty questions about employment testing bias and unfairness in Sweden; 22. Twenty questions about employment testing bias and unfairness in Turkiye; 23. Twenty questions about employment testing bias and unfairness in the United Kingdom; 24. Twenty questions about employment testing bias and unfairness in the United States.
Winfred Arthur, Jr. holds the John Paul Abbott Professorship in Liberal Arts and is a Professor of Psychology and Management at Texas A & M University. He has published and consulted extensively in the areas of testing, assessment, personnel selection, validation, individual differences, training, and research methods. Winfred is a Fellow of the Society for Industrial and Organizational Psychology, Association for Psychological Science, and American Psychological Association. Dennis Doverspike is President of Doverspike Consulting LLC (HR Litehouse) and Adjunct Professor at George Mason University. He has over forty years of academic experience and over forty years of experience working as a consultant to public and private sector organizations. Benjamin D. Schulte is pursuing his Ph.D. in Industrial-Organizational Psychology at the Department of Psychological & Brain Sciences, Texas A & M University. His research interests are in the areas of testing and assessment, psychometric evaluation, personnel selection, individual differences, and training.
Reviews for Global Perspectives on the Definition, Assessment, and Reduction of Bias and Unfairness in Employment Testing
'This book provides a fascinating description of how fairness in employment plays out across 23 countries. The chapters illuminate the cultural context, legal considerations, and psychometric analyses required to ensure fairness. The reader is left with a deep understanding of the similarities and differences across the diverse countries.' Fritz Drasgow, Professor of Psychology and Dean Emeritus, University of Illinois Urbana-Champaign 'Given fast-paced shifts in the global sociopolitical context, this volume by leading experts on reducing unfairness in employment could not be more timely. Those seeking to think more expansively about bias will uncover many insights from this examination of how unfairness is defined and considered in 23 different countries. For those engaged in talent acquisition practice across borders, this handbook will be an exceptional resource.' Ann Marie Ryan, Professor Emerita of Organizational Psychology, Michigan State University
