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The diversity-validity dilemma : in search of minimum adverse impact and maximum utility

dc.contributor.authorTheron, Callie
dc.date.accessioned2012-06-07T14:20:49Z
dc.date.available2012-06-07T14:20:49Z
dc.date.issued2009-06
dc.identifier.citationTheron, C. 2009. The diversity-validity dilemma : in search of minimum adverse impact and maximum utility. SA Journal of Industrial Psychology, 35(1):1-13, doi:10.4102/sajip.v35i1.765.en_ZA
dc.identifier.issn2071-0763 (online)
dc.identifier.issn0258-5200 (print)
dc.identifier.issndoi:10.4102/sajip.v35i1.765
dc.identifier.urihttp://hdl.handle.net/10019.1/21370
dc.descriptionThe original publication is available at http://www.sajip.co.zaen_ZA
dc.description.abstractSelection from diverse groups of applicants poses the formidable challenge of developing valid selection procedures that simultaneously add value, do not discriminate unfairly and which minimise adverse impact. Valid selection procedures used in a fair, non-discriminatory manner that optimises utility, however, very often result in adverse impact against members of protected groups. More often than not, the assessment techniques used for selection are blamed for this. The conventional interpretation of adverse impact results in an erroneous diagnosis of the fundamental causes of the under-representation of protected group members and, consequently, in an inappropriate treatment of the problem.en_ZA
dc.format.extent13 p.
dc.language.isoen_ZAen_ZA
dc.publisherAOSIS OpenJournalen_ZA
dc.subjectEmployee selection -- South africaen_ZA
dc.subjectDiscrimination -- South Africaen_ZA
dc.subjectDiversity in the workplace -- South Africaen_ZA
dc.titleThe diversity-validity dilemma : in search of minimum adverse impact and maximum utilityen_ZA
dc.typeArticleen_ZA
dc.description.versionPublishers' Versionen_ZA
dc.rights.holderAuthor retain the copyrighten_ZA


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