EEOC Spotlights Employment Testing And Screening In The 21st Century Workplace

The U.S. Equal Employment Opportunity Commission (EEOC) today held a public meeting to gather information and address emerging trends in workplace testing and selection procedures, as employers seek lawful and efficient ways to screen large numbers of applicants. Discriminatory employment tests and selection procedures violate EEOC-enforced federal laws, including Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.

“Today employers commonly use a range of employment tests and other screening tools to make hiring, promotion, termination or other employment decisions,” said EEOC Chair Naomi C. Earp. “With the growth of technology, buttressed by post-9/11 security concerns, it is important that employers review their applicant selection procedures to ensure they are non-discriminatory.”

During today’s meeting at agency headquarters, the Commission heard from a broad range of invited expert panelists, including EEOC attorneys and charging parties, advocates on behalf of employers and employees, and two nationally recognized organizational psychologists. Topics of discussion included written tests, criminal and credit histories as a basis for selection, medical exclusions in hiring, and employer best practices. The meeting also highlighted the increased use of personality and integrity tests. Read more at eeoc.gov.