IS THE CALIPER PROFILE COMPLIANT WITH U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) STATUTES?
Caliper has dedicated resources to ensure that the Caliper Profile meets all of the legal requirements regarding equal employment opportunity. Below is a summary of the research Caliper has conducted to this effect. Scoring of the Caliper Profile Scores are not adjusted on the basis of personal characteristics. Thus, the same scoring procedure is used regardless of race, gender, age, educational level, religious affiliation, or disability status of the individual. Assessment of Adverse Impact using the 4/5 Rule Adverse impact refers to a selection process in hiring, promotion, or other employment decisions that works to the disadvantage of protected members of a race, gender, or age group. Adverse impact is said to occur when a selection rate for any protected group (based on race, gender, or age) is less than 4/5 of the rate for the group that is not protected. (1) Race/Ethnicity: The 4/5 rule, according to EEOC Statues, mandates that Caliper’s job-match rate for any group in a protec
