Apr 3, 2019
This research examined the construct validity of the TTI survey and its ability to distinguish between engineers and entrepreneurially-minded engineers (EMEs). It is reasonable to conclude that time on the job does not affect behaviors, values and professional skills of engineers. Further, considering graduate degree attainment, only one professional skill is found to be significantly different: presenting. Therefore, graduate degree attainment does not affect behaviors, values and professional skills of engineers.
Apr 3, 2019
This study found that men from the sales and executive professions had higher DISC D scores than women; females from the sales and executive professions had higher PIAV Traditional scores than men; sales professionals had higher DISC I scores than executives; and sales professionals had higher PIAV Individualistic scores than executives.
Apr 2, 2019
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.
Apr 2, 2019
Our regularly updated adverse impact studies provide evidence that our assessments offer equal opportunities for all protected groups. This Equal Employment Opportunity Commission (EEOC) definition includes: gender, race, disability and Veteran status.
