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An Update on the SIOP
Contemporary Selection Practice
Recommendations (CSR) Task Force:
Updated Dialogue With EEOC


David Dubin
Psychological ARTS

Kyle Morgan
AON Hewitt



In March, members from SIOP’s Contemporary Selection Recommendations (CSR) task force, along with members of SIOP’s Professional Practice Committee (PPC), attended a meeting at EEOC headquarters in Washington, D.C.  The meeting was part of an ongoing initiative to discuss topics of mutual interest between SIOP and EEOC.  In attendance for the EEOC were Chair Jenny Yang, General Counsel David Lopez, and several members of their Research and Analytic Services team, including SIOP member Rich Tonowski.  Present for the CSR Taskforce1 were Chair Eric Dunleavy, Nancy Tippins, and Scott Morris.  Representing the PPC were Chair Mark Poteet and members David Dubin and Kyle Morgan. 

A Brief History

At SIOP’s annual conference in San Diego in 2012, Jacqueline Berrien, then Chair of the Equal Employment Opportunity Commission (EEOC), was invited to give a keynote address on Workplace Discrimination.  In this address, she stressed that SIOP and EEOC were working toward a common goal, and she suggested that the two organizations keep an open dialogue to fulfill these goals.  During this same conference, SIOP’s Executive Board met with other key EEOC stakeholders to suggest areas in which the two groups could collaborate.  To further the efforts of this collaboration, SIOP established the Contemporary Selection Practice Recommendations (CSR) Task Force (for more information about the history of this task force, see this link).  Since this meeting, the dialogue has continued with SIOP sharing key research and practice findings on a variety of selection issues.  The dialogue culminated in an in-person meeting at EEOC headquarters in March of 2016.

Meeting Summary

The CSR task force began by presenting two white papers on topics of mutual interest to both the EEOC and SIOP. The papers are listed below and will be made available to SIOP members once final drafts are complete:

  • A Primer on Data Aggregation in Adverse Impact Analysis by Scott Morris and Eric Dunleavy
  • A Review of Basic and Minimum Qualifications: Practical, Legal and Personnel Selection Considerations by Nancy Tippins and Arthur Gutman
  • The discussions of the white papers also identified other selection-focused topics of mutual interest.  Many of these may represent areas in which EEOC and SIOP could discuss in the future, and included:
  • Clarification of the use of statistical and practical significance in adverse impact measurement;
  • Collecting data on individuals with disabilities and providing accommodations in test development;
  • Clarifying with applicants what is being measured with pre-hire assessments so that they know when to address issues related to disability status;
  • Defining who qualifies as an applicant;
  • Developing, validating and using factors like education and experience in employee selection.

In addition to the areas of mutual interest stemming from the white paper discussion noted above, EEOC staff identified other potential topics of mutual interest. These include:

  • Big data and recommendations for use in selection – clarifying whether correlated factors are job-related;
  • Reconciling selection in a decentralized organization in which the selection practices are generally consistent but each location has a different decision maker;
  • The job-relevance of physical ability tests;
  • Appropriateness of using credit screens and criminal background checks;
  • Causes of sex-based pay disparities.
Finally, Chair Yang described what could be an important contribution to EEOC’s efforts.  The agency is interested in evaluating empirical evidence related to common EEO-focused initiatives.  It is Chair Yang’s hope that a partnership with SIOP could provide the means and expertise for a contemporary evaluation of the initiatives commonly included in EEO-settlements to determine their effectiveness.  These initiatives include, among others:
  • Impact of various training initiatives on organizational outcomes;
  • Impact of other common dimensions EEO-focused settlements on organizational outcomes. 
Following the white paper presentation and discussion, CSR members spent another hour chatting with members of EEOC’s Research and Analytic Services team on various technical issues.     

Next Steps

The CSR task force and the SIOP PPC are very excited about how the meeting with EEOC staff went. The hope is that this is a long standing relationship that tackles many topics of mutual interest in the short and long term.  As next steps, the task force is in the process of finalizing the white papers submitted to EEOC, sharing additional resources of mutual interest with the agency, and considering how the task force can best move forward sharing information with topics of mutual interest with EEOC as new contemporary issues come up. Stay tuned.   
1 SIOP President elect and CSR task force member Jim Outtz was scheduled to attend the meeting with EEOC as well. Unfortunately, Jim’s health took a turn for the worse right before the meeting was held, and he was unable to attend. He was instrumental in getting the CSR task force off of the ground and starting SIOP dialogue with EEOC. Jim will be missed.