Methodological considerations relevant to discrimination in employment testing.

By H. J. Einhorn, A. R. Bass. 1971

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Prediction-Based Decisions and Fairness: A Catalogue of Choices, Assumptions, and Definitions (2018, background): “For example, since the 1960s, psychometricians have studied the fairness of educational tests based on their ability to predict performance (at school or work) [16, 120, 24, 33, 104, 57, 81, 58].”
50 Years of Test (Un)fairness: Lessons for Machine Learning (2018, background): “in framing from unfairness to fairness . base rates (i.e., A is not independent of Y ) [24, 62]. test fairness . the contextual use of a test: requiring that the ratio ( TP + FP )/( TP + FN ) be equal for each for test cutoff x ∗ fair if threshold x ∗ 1 is used for group π 1 and threshold x ∗ 2 for…”
Algorithmic Fairness: Choices, Assumptions, and Definitions (2021, background): “…the 1960s, psychometricians have studied the fairness of educational tests based on their ability to predict performance (at school or work) (Cleary 1966, Darlington 1971, Einhorn & Bass 1971, Thorndike 1971, Hunter & Schmidt 1976, Petersen & Novick 1976, Lewis 1978, Hutchinson & Mitchell 2019).”
Determinants, Detection and Amelioration of Adverse Impact in Personnel Selection Procedures: Issues, Evidence and Lessons Learned (2001, background): “The authors also cite Einhorn and Bass (1971), who suggested a model with”