| ▲ | dash2 3 hours ago | |||||||
Thanks. I read the article: > Since the 80% test does not involve probability distributions to determine whether the disparity is a “beyond chance” occurrence, it is usually not regarded as a definitive test for adverse impact. Instead, other statistically significance tests, such as the standard deviation analysis, may be used for this purpose. But then my question recurs: isn’t this a ridiculous way to measure discrimination? It’s assuming that the only thing that differs between the different ethnic applicant pools is their ethnicity, which is essentially never going to be true. | ||||||||
| ▲ | gacgacgac 3 hours ago | parent | next [-] | |||||||
It's not used to measure discrimination. It's used to identify outcomes that appear to be potentially discriminatory. You have to do the legwork afterwards. Like. If I am evaluating a developer on lines of code written, I am a bad manager. But if an engineer has 40% fewer lines of code than the team median, it's absolutely ok for me to go, "Interesting. What's the story there? Are they slower or is there some other factor?" Same idea -- this is purely a fast, first pass metric that can quickly assess if something warrants a deeper evaluation. | ||||||||
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| ▲ | moate 3 hours ago | parent | prev [-] | |||||||
How would you like me to define "starting point" in a way that you believe you'll be able to understand? If you are trying to say "more data needed, headline misleading" you should say that instead of misrepresenting the 4/5ths rule. Also the word "can" implies uncertainty of conclusion. This isn't ridiculous, the authors point out that this is the first large scale study of this topic. Nothing has been "proven" here, it's showing that this warrants further investigation and attention. Do you read many academic papers, because you seem to be having a rough go here. | ||||||||
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