Week 2 Discussion Board
Compare and contrast the differences between disparate impact and disparate treatment and provide an example for each.
Discuss the importance of valid selection instruments and the various types of validity.
Week 2 Discussion: Disparate Impact and Disparate Treatment
Here are the differences between disparate impact and disparate treatment:
Firstly, disparate impact is the discriminatory practices in which discrimination is done by the discriminator unintentionally, and in rate, treatment is the discriminatory practices in which discrimination is done by the discriminator intentionally.
Secondly, Disparate impact is the result of policies, practices, and rules, which were not intended for discriminatory practices but resulted in one. Whereas in case of Disparate treatment is the result of policies, practices, and rules, which were intended for discriminatory practices but result in one
Thirdly in case of disparate impact takes place when the employer discriminates against the entire protected class through practice and procedure (Lee, Gu & Jung, 2019, p.5). In the case of disparate treatment, the employer discriminates against the employees or the people for their gender, color, region, and origin.
In case of Disparate impact: When applications are accessed for a particular vacancy and using a policy that will unintentionally discriminate against a particular minority group.
In case of Disparate treatment: When accessing applicants for a particular vacancy and testing a minority community applicant for particular skills.
Importance of valid selection instruments:
The importance of a valid selection is stated below-
Firstly, the higher the validity of a particular selection instrument, the better will be the chances of selecting the right candidate for the job. Also, a more valid selection instrument will help successfully defend the selection choice, if it’s challenged legally. The valid section is that selection where the selection is done if the person is valid to select
Secondly, the importance of the valid selection is that if the good and proper selection is done then the trust will be gained from the other party that the discussion taken is not biased. It helps to gain the trust of the people and helps in building reorganization in the market.
Second, if the proper selection is done then the person who is hired is good for the job. If the person is good and experienced in the job then he will perform more properly and effectively as well without any of the issues which help in the growth of the organization.
The various types of validity are as follows:
Criterion-related validity– Criterion validity evaluates the accuracy of the rest and measures the outcome that it was designed to measure. Here the outcome can be anything whether it be diseases or behavior (Vazire, Schiavone & Bottesini, 2022, p.165).
Content validity– Here the content validity evaluates how well the instrument like the test covers all the relevant parts that need to be measured. Here it covers all the important aspects and sees whether all the important content is not.
Construct validity– The construct validity measures whether the test or the scale measures the construct properly and accurately or not. It can be said that depression is the construct validity as it represents the personality test of the person.
So, it can be said that here are some of the important validities are there which are mentioned and it can be said that the valis selection is the important aspect and it is important for the growth of the organization.
Lee, D., Gu, J. W., & Jung, H. W. (2019). Process maturity models: Classification by application sectors and validities studies. Journal of Software: Evolution and Process, 31(4), e2161.
Vazire, S., Schiavone, S. R., & Bottesini, J. G. (2022). Credibility beyond replicability: Improving the four validities in psychological science. Current Directions in Psychological Science, 31(2), 162-168.