science
At HighMatch, we care deeply about ensuring that all of the assessments we build on behalf of our clients do not adversely impact a protected subgroup.
Our goal from the beginning has been to design assessments with no adverse impacts on individuals of any race, gender, age, or ethnicity.
We are proud to say that our assessments do not yield statistically significant differences on the basis of race, gender, age, or ethnicity.
Even still, mitigating adverse impacts is an ongoing effort and we will continue to monitor subgroup differences for each of our assessments.
Our psychology team strictly adheres to the Equal Employment Opportunity Commission’s (EEOC) Uniform Guidelines on Employee Selection Procedures as well as the Society for Industrial and Organizational Psychology’s (SIOP) Principles for the Validation and Use of Personnel Selection Procedures.
For enterprise organizations who have completed a job analysis and a validation study but have yet to complete an adverse impact study, HighMatch can help.
Our in-house psychologists will partner with your team to perform a holistic, statistical review of the hiring decisions made based on your assessment insights to determine if any subgroup was adversely impacted.
Interested in an Adverse Impact Analysis?
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The need for consistency in the hiring process is paramount to avoid the dual risks of unconscious bias creeping into the interview process and inability for multiple interviewers to evaluate candidates across a common set of criteria.
Download our Diversity and Inclusion Fact Sheet for additional facts about the cost of unconscious bias and learn how the right pre-employment assessment can help remove bias from the hiring process.
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