Description: How can admissions officers, employers, and scholarship committees maximize the accuracy of prediction of individual performance while minimizing adverse impact due to group differences? Testing offers a straightforward solution to the first half of this problem. Tests are the best way to predict how someone will perform in school, in the military, in medicine, or while controlling airline traffic and flying a plane. Tests are also useful beyond personnel selection, such as for selection of a college major or courses. However, the other side of this problem is more complex. Using tests is always accompanied by group differences that could result in continued systemic discrimination by limiting opportunities for those who are marginalized. This book charts an approach to using tests that incorporates evidence, transparency, and societal values to maximize efficiency and fairness.
Brief description: Howard Wainer is an award-winning American statistician and research scientist. His areas of work include testing, graphical methods for data analysis and communication, and robust statistical methodology. He has served on the faculty of the University of Chicago, at the Bureau of Social Science Research during the Carter Administration, and as Principal Research Scientist in the Research Statistics Group at Educational Testing Service for twenty-one years, and in 2016, he retired after fifteen years as Distinguished Research Scientist at the National Board of Medical Examiners.
Review Quotes: 'There is not a more pragmatically effective, yet maligned field in the behavioral sciences than the measurement of human abilities. It has been effective precisely because it has been built around measurement, and yet it is maligned precisely because it has been so effective in addressing real world issues. In 'Testing and the Paradoxes of Fairness' Howard Wainer and Daniel Robinson masterfully describe how and why this has occurred.' David Lubinski, Intelligence