Within talent assessment, there are three core pillars that we strive to achieve: Reliability, Validity and Fairness. These principles have long been accepted as the bedrock of robust assessment and something that all psychologists working in the field hold first and foremost. In more recent times, we have observed a rise in the importance of candidate engagement, speed of completion and cost reduction but those three core pillars remain undiminished. In this article we focus on Fairness.
Why does fairness matter?
Fairness resonates on multiple levels. Treating others fairly and justly is, to many, a basic value we should all be striving for, however, fairness also translates into positive organisational outcomes. Evidence shows that where diversity and inclusion feature as a higher priority, we see companies outperforming competitors (McKinsey), and in the case of public service for example, organisations are striving to reflect the diversity of the communities they serve. Overall, unfair decision-making can cause psychological, health-related and economic disadvantage to those on the receiving end.
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