Long-range impact of "fair selection" standards on minority employment.

Reviews alternate statistical standards of "fair selection," including the standard that seems to be implicit in the federal employee selection guidelines. A human resource planning model is developed to simulate the impact of each standard on minority employment. In the model, the racial composition of the flows of employees into and through the organization is determined by the "fair selection" standard chosen for simulation. The model is applied to staffing data from an existing organization. Data show that the fairness standard implicit in the federal selection guidelines would have a worse effect on Black employment than would the implicit fairness standard typically used by employers. (60 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)