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ERIC Number: ED306525
Record Type: RIE
Publication Date: 1988
Pages: 14
Abstractor: N/A
Reference Count: N/A
The Effects of Differential Selection Cut-Offs on Termination.
Horgan, Dianne D.; Delery, John
According to government guidelines an employer must not maintain personnel practices that show adverse impact. Because selection cases are the most common, they have set the standards for how adverse impact is typically determined. The most common way to demonstrate adverse impact is to show that the proportion of minorities hired is less than what is expected based on their availability. Further, it may mask the positive effects of strong affirmative action policies. Selection and termination ought not to be separated in evaluating a company's affirmative action policy. Who is hired affects who gets fired. To judge a company's termination practices, one must first ask questions about the company's hiring practices. If the company gives more minorities a chance by having separate cut-offs for minorities, it is inevitable that a larger percentage will fail. The more valid the selection procedure, the more dramatic this effect. An employer might be able to mitigate this result somewhat by better training and support for hired minorities, but the link between giving people a chance and their likelihood of failure is a statistical fact. (Author/ABL)
Publication Type: Numerical/Quantitative Data; Opinion Papers
Education Level: N/A
Audience: N/A
Language: English
Sponsor: N/A
Authoring Institution: N/A