THE DIVERSITY–VALIDITY DILEMMA: STRATEGIES FOR REDUCING RACIOETHNIC AND SEX SUBGROUP DIFFERENCES AND ADVERSE IMPACT IN SELECTION

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Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment (2016, background): “This is unfortunate because subgroup differences can lead to adverse impact (e.g., Sackett & Ellingson, 1997), which can negatively affect organizational diversity and jeopardize the legal defensibility of selection decisions (e.g., Ployhart & Holtz, 2008).”
Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review (2015, background): “In fact, it is precisely the adverse impact of current personnel selection methods that have led to a renewed call for selection measures that do not create significant subgroup differences (Ployhart & Holtz, 2008).”
Social Media in Employee-Selection-Related Decisions (2016, background): “Interestingly, females score, on average, higher than males on verbal ability (d of about –0.20; e.g., Ployhart & Holtz, 2008; see also Hough et al., 2001), so adverse impact against females is less likely.”
Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate (2010, background): “Parker et al. 1997; Ployhart and Holtz 2008 ), when considered at the sample level, minority employees (M = 3.53) rated diversity climate lower than the nonminority employees (M = 3.68), albeit marginally so in this sample.”