Asserts that fragmentation of academic disciplines handicaps efforts to deal rationally with problems arising from group differences in general intelligence. Contends that open discussions like those appearing in this special journal issue are necessary, and illustrates arguments through comments on moral, scientific, and legal concerns addressed…

Reviews previous six papers concerning fairness in employment testing. Contends that papers focus narrowly on legal, theoretical, and societal issues and provide little new information. Argues that industrial psychologists and governmental lawyers are retreating into rigidly defined positions and that the future will be marked by long, costly, and…

In using preemployment tests, special attention must be paid to issues of bias, legal rulings, validity, generalization, exaggerated expectations, test quality, misuse, publishers' claims, alternative assessment, and honesty tests. (Author/SK)

This article presents an analysis of Ordinate Corporation's PhonePass Spoken English Test-10. The company promotes this product as being a useful assessment tool for screening job candidates' ability in spoken English. In the real-life domain of the work environment, one of the primary target language use tasks involves extended production…

Argues that occupational tests can exclude racial minorities and that many industrial psychologists have overlooked evidence that many tests are biased and that some claims for validity generalization are based on faulty science. Outlines what plaintiff's counsel looks for in deciding to try a testing case, and provides primer on how to challenge…

Draws on examples from college athletics, education, and personal experience to describe racial unfairness both of using scholastic tests where they should not be used and of not using them where they should be used. Suggests that greater consideration be given to reasons for administering or withholding tests and whether such action is…

Refers to Title VII of the Civil Rights Act of 1964 and the Supreme Court's disparate impact interpretation of Title VII in Griggs versus Duke Power Company. Contends that attacks on the Griggs decision are legally unsound and that claims made by advocates of validity generalization are scientifically unsupported. (Author/NB)

Draws from validity generalization research to summarize evidence disputing theories that objective employment tests are either biased against minorities or lack utility. Argues that group differences in test scores do not result from deficiencies in tests, but in skills they measure. Suggests that measurement-based research does not provide…

A review of court cases, involving the use of various standardized tests, highlights the kinds of test validity and the interpretation by the courts of test fairness in setting personnel selection standards. Guidelines established by the Equal Employment Opportunity Commission (EEOC) are shown to support the use of predictive validity in…

Legal issues at the state and constitutional levels and associated misconceptions related to written preemployment integrity tests are addressed. Common misconceptions include the beliefs that: (1) such tests fall within the purview of state antipolygraph statutes; (2) unfair discrimination doctrines are violated by integrity testing; and (3)…

There is currently a conflict between educational accountability and the distrust of standardized testing. Concern for the quality of education is based on evidence of students' academic dificiencies, the decline in test scores, and increasing education costs and school taxes. As a result of criticism, states have mandated, or are considering,…

In a speech on the current criticism leveled against testing programs, the speaker states that attacks on testing are partially motivated by the public's reluctance to acknowledge unpleasant truths about society's weaknesses and problems. Some of these weaknesses are described as the inadequacy of public education; the incompetence of a portion of…

Describes the evolution of "race-norming," or "within-group scoring," the practice by which job candidates' scores on employment tests are reported relative to comparison groups of their own race or ethnicity. Contends that race-norming fosters group rather than individual rights and perpetuates the inequality it intends to…

Issues related to ability testing and affirmative action are discussed, including the fair use of tests in academic and occupational selection, the effects of testing upon the tested individual, and implications of the issues for the major participants. Types and functions of ability tests, both aptitude and achievement, are described. Studies of…

Trends in teacher competency testing, test bias against minority group teachers, and ways to encourage qualified personnel to join the teaching profession are discussed. Currently, 21 states require students to pass a test to enter a teacher education program, and 31 require teacher candidates to pass a certification test. Admission tests include…