This paper reviews the now massive general literature showing that psychological tests are fair to minorities. This literature shows that there is no single group validity, there is no differential validity, and tests overpredict rather than underpredict minority job performance. Further evidence in regard to blacks is introduced from 51 validation studies done by the United States Employment Service. General Aptitude Test Battery norms for Blacks, Indians, Mexican Americans, Orientals, and the majority are compared. Although the majority is higher on cognitive abilities, three out of four minority groups are higher than the majority on psychomotor ability. Thus, there is a varied pattern of rank orders among groups across jobs of different complexity. In particular, it is shown that for jobs of low complexity, the addition of psychomotor ability as a predictor simultaneously reduces adverse impact while increasing the validity and, hence, economic benefits of the use of tests for selection. (Author)