Jul 28, 2023
This short white paper explains why we collect demographic information and highlights the multitude of uses for this crucial information, including meeting EEOC requirements and our ongoing benchmarking of over 700 O*NET jobs. The paper also points out that when these questions are posed, over 90 percent of participants respond to each and every question. In summary, this paper provides a rationale for turning on demographics and helping the entire network learn more about our participants, and yours.
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.
Apr 2, 2019
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 2019 disparate impact study examined behaviors, motivators, Hartman, DNA 23 and DNA 25 to determine whether our assessments created any possibility 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.
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.
