Phases Awaiting Your Input
Phase 14: Adverse Impact Methodology
What needs to be designed for EEOC/OFCCP adverse impact reporting.
Time estimate: ~1-2 weeks
Impact: Compliance reporting
Dependencies: Phase 13 (validity data)
The current per-candidate adverse impact check in the scorer prompt is NOT real adverse impact analysis. Real adverse impact is aggregate across subgroups using the 4/5ths rule. This phase replaces the per-candidate check with proper methodology.
What We Need
1. Demographic Categories
Specify EEOC standard categories for self-reporting:
- Race/ethnicity groupings
- Gender categories
- Age ranges
- Disability status
- Veteran status
- Any additional categories
2. Statistical Tests
Specify which tests to implement:
- Standardized mean differences (Cohen's d)
- Confidence intervals
- Effect sizes
- 4/5ths rule (selection rate comparison)
- What else?
3. Minimum Sample Sizes
Define minimum N thresholds:
- Per subgroup for meaningful analysis
- Per posting for reliable results
- Platform-wide for aggregate reporting
4. Self-Report Collection
Design the candidate self-report flow:
- When should it be presented? (After interview? Separate link?)
- How to maximize participation without coercion?
- Explicit opt-out must be available
5. DIF Analysis
Differential item functioning on questions:
- Which method? (Mantel-Haenszel, logistic regression, IRT-based?)
- What constitutes a flagged item?
- Per-question or per-competency?
6. Remediation Guidance
If adverse impact is detected:
- What should the platform recommend?
- Content audit? Question review? Anchor revision?
- At what severity level?
7. OFCCP-Specific Requirements
Any requirements beyond standard EEOC that OFCCP compliance demands:
- Documentation format
- Reporting cadence
- Record retention