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 3, 2019
This major research project involved seven surgical training programs that studied 117 residents’ TriMetrix® reports and compared these scores to their American Board of Surgery In-Training Examination scores (ABSITE). The goal was to see if TTI SI tools could help improve program retention by creating better job matches and identifying residents who might be at risk for substandard academic performance.
Apr 3, 2019
A method was sought to determine the intangible characteristics of applicants to a general surgery residency program, particularly an assessment of behavior and motivation. The hypothesis was that such information could contribute to a more objective analysis of how well an applicant might fit into a program and its culture, and therefore improve the residents’ chance for success and reduce the attrition rate.
Apr 3, 2019
The consultant was able to discern personal traits and characteristics that did or did not appear to be a good fit for the structure and culture of a surgical training program. These new key personal attributes had not been previously recognized through the traditional resume and interviewing process.
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.
