The U.S. Equal Employment Opportunity Commission (EEOC), drawing their interpretation from the 1964 Civil Rights Act Title VII, states that an employer may not use an employment or hiring practice that, even though neutral on its face and applied to all applicants or employees equally, disproportionately impacts members of protected categories, including divisions by gender, race, disability or veteran status.

The TTI Success Insights 2019 disparate impact study examined behaviors, motivators, Hartman, DNA 23 and DNA 25 to determine whether our assessments created any possibility of contributing significant differences with regard to relevant protected classes during an employment or hiring process.This USA only study found that significant contributions related to the tools themselves are unlikely to be introduced.

Back to White Papers