May 13, 2021
The U.S. Equal Employment Opportunity Commission (EEOC), drawing their interpretation from the 1964 Civil Rights Act Title VII, states that an employer may not use an employment or hiring practice that, even though neutral on its face and applied to all applicants or employees equally, disproportionately impacts members of protected categories, including divisions by gender, race, disability or veteran status.
The TTI Success Insights 2021 disparate impact study examined behaviors, motivators, Hartman, DNA 23, DNA 25, and Emotional Quotient assessments to determine whether our assessments create any posibility of contributing significant differences with regard to relevant protected classes during an employment or hiring process. This USA only study found that significant contributions related to the tools themselves are unlikely to be introduced.
Mar 3, 2021
The following TTISI Style Insights Technical Manual Version 1.0 contains information on the history and development of our behavioral assessment, from its beginnings to current implementation. Included are a host of mathematical, statistical, and psychometric analyses used to establish evidence of validity and reliability of this TTISI assessment. The reader interested in all the details is encouraged to read the manual in its entirety. However, if the reader is interested in the final results, one should focus on Section 16, which serve as a summary of what has been presented elsewhere in this work as well as thoughts for future projects and studies. Appendix B, starting on page 176, presents results from our logistic regression approach to O’NET occupational title identification through the Style Insights variables.
Apr 3, 2019
This 2015 technical report is presently being revised. The new report will follow the template established in the 2019 EQ manual. This present report includes valuable history and data on reliability and incorporates findings from several research papers.
Apr 3, 2019
This 2012 technical report is presently being revised. The new report will follow the template established in the 2019 EQ manual. This present report includes valuable historical data on reliability and includes an external review.
Apr 2, 2019
Our regularly updated adverse impact studies provide evidence that our assessments offer equal opportunities for all protected groups. This Equal Employment Opportunity Commission (EEOC) definition includes: gender, race, disability and Veteran status.
