An evidence-based approach to fair and predictive assessment in talent management
The landscape of Diversity, Equity, and Inclusion (DEI) is shifting, and organisations are facing increased scrutiny over their related initiatives; especially those in hiring, development and talent management.
While there are differences globally in how organisations are responding to these shifts, there is a common theme and a growing demand to provide robust metrics, data and evidence that showcases the positive impact and importance of DEI interventions, alongside the accurate reliable identification and development of talent.
At Saville Assessment, we strive to go beyond the 80% rule for adverse impact. While this serves as a useful benchmark, we believe that the aforementioned shifts and current landscape suggests that we should be striving to move beyond traditional compliance metrics, like the 80% adverse impact rule, to ensure truly fair and effective talent assessment.
Why the 80% rule isn’t enough
The 80% rule, or the four-fifths rule, has long been a benchmark for identifying adverse impact in hiring. If a selection rate for a particular group is less than 80% of the rate for the most favored group, it may indicate discrimination. However, we see this metric as just a starting point.
Relying on this rule alone may ignore the broader picture of fairness. In addition, there are many aspects of the assessment process beyond the assessment itself – in the structure of talent management processes – where bias and unintentional causes of adverse impact can be embedded. Achieving fairness requires more than meeting a minimum benchmark. It calls for a proactive and consistent approach to identify and address biases within talent processes.
A wider lens on fair hiring and development
At Saville Assessment, we believe fairness in talent assessment goes beyond just one aspect of the hiring process or a one-off campaign. It’s about daily practice and standardisation, using robust tools and methods that consistently provide organisations with the confidence to make merit-based, fairer talent decisions.
Fairness isn’t just about avoiding bias at one stage of the hiring process; it requires a systemic approach. From role profiling in order to determine success factors upfront, to continuously monitoring and refining hiring and development practices, we help organisations build talent strategies that are both equitable and effective.
Building trust through evidence-based assessment
Organisations need assessment providers they can trust, partners who understand how to balance fairness and predictive accuracy. We help businesses go beyond ticking boxes to create talent management practices that increase fairness and support organisations working towards true diversity, equity and inclusion. As one of our clients put it:
“Saville Assessment offers solutions that are a game-changer for organisations navigating the shifting landscape of hiring regulations in the US. With executive orders eliminating diversity-based hiring quotas and mandating merit-based standards, Saville provides the perfect solution to help companies ensure they are hiring and promoting individuals based on talent potential, whether or not they were originally brought in as part of a quota.
As the regulatory environment tightens, Saville Assessment gives organisations the tools to objectively assess and articulate the skills and merit of their workforce, making it easier than ever to comply with evolving requirements; It’s the ultimate resource for companies transitioning to hiring based on the potential to develop skills, empowering them to shift to a culture driven by true talent potential. As organisations embrace merit-based hiring, Saville Assessment offer the optimal resource to make that transition smooth and effective.”
Head of Human Resources, Multinational Manufacturing Organisation
The future of fair assessment
The DEI conversation is evolving and businesses must evolve with it. By moving beyond simplistic metrics and taking a deeper look at the systems that shape hiring and career progression, organisations can build workplaces that are both fair and high performing.
The goal isn’t just to meet a threshold, it’s to create assessments that genuinely open doors for talent, no matter their background. That’s the future of fair assessment, and that’s what we’re committed to helping businesses achieve.
A message from Graham Bell
In a rapidly changing talent landscape, Saville Assessment stands for one principle: the right people in the right roles, powered by science. We believe that organisations shouldn’t have to choose between fairness and identifying the best talent—they can, and should, have both. That’s why we go beyond traditional compliance metrics, like the 80% rule, to provide scientifically robust assessments that help businesses make fairer, talent-based, data-driven decisions.
CEO, Saville Assessment UK
We work with our clients to redefine talent assessment so every organisation can unlock human potential without compromising on equity or excellence. By making the subjective objective, we provide trusted data and insights that help people thrive.
AUTHORS:
Olivia Black
Managing Consultant – Saville Assessment
Find Out More
Get in touch to discuss how to maintain DE&I with an evidence-based approach to talent assessment within your organisation.