Disparate results in adverse impact tests : the 4/5hs rule and the chi square test
By: YORK, Kenneth M
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Material type: 
ArticlePublisher: 2002Public Personnel Management 31, 2, p. 253-262Abstract: The Uniform Guidelines on Employee Selection Procedures suggests the "4/5ths rule" for testing the outcome of selection procedures for adverse impact. The appropriate statistical test is a Chi Square testing for a significant difference between the selection ratios of the minority and majority applicants. However, the 4/5ths rule and Chi Square test do not agree 10-40Abstract: of the time despending on sample size, making it difficult for personnel managers to monitor their organization's equal employment opportunity compliance. The extent of disagreement between the two tests is described, and recommendatiosn are given for how personnel managers should use the 4/5ths rule and the Chi Square test to determine whether a selection procedure has adverse impact
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The Uniform Guidelines on Employee Selection Procedures suggests the "4/5ths rule" for testing the outcome of selection procedures for adverse impact. The appropriate statistical test is a Chi Square testing for a significant difference between the selection ratios of the minority and majority applicants. However, the 4/5ths rule and Chi Square test do not agree 10-40
of the time despending on sample size, making it difficult for personnel managers to monitor their organization's equal employment opportunity compliance. The extent of disagreement between the two tests is described, and recommendatiosn are given for how personnel managers should use the 4/5ths rule and the Chi Square test to determine whether a selection procedure has adverse impact
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