Auditing for Adverse Impact: Background Screening, Employment Testing, and Reductions in Force Webinar Announced

Free Webinar on July 12

In recent years, the Equal Employment Opportunity Commission and the Department of Labor's Office of Federal Contract Compliance Programs have announced major shifts in their enforcement priorities, from intentional discrimination to systemic discrimination. Unlike intentional discrimination, systemic discrimination focuses on facially neutral employment practices (e.g., pre-employment tests, promotional decisions, and RIF selection criteria) that negatively impact certain groups of employees at higher rates than others (a/k/a "adverse impact").

Given this additional scrutiny, employers must ask:

1. Do our tests and screening criteria result in adverse impact against individual groups?


2. Are our tests and screening criteria even useful at identifying better-qualified applicants/employees; if not, then why are we using them?

Now more than ever, employers should be asking these questions before landing on the EEOC's or OFCCP's systemic radar. Patrick Nooren, PhD, of Biddle Consulting Group, joins attorney Merrily Archer of Fisher & Phillips LLP and formerly the EEOC, to explain what "adverse impact" means, and provide training on how to use a free online tool to analyze your organization's selection processes and how to identify if your tests are useful in the first place.

This hour long webinar is free, but registration is required. Once your registration is complete you will receive an email confirmation with instructions on how to join the webinar. Participation in this webinar has been approved for one hour of HRCI credit.

Register at the BCG Institute for Workforce Development website