The Issue Of Double Standards For IQ Testing
It is best to hire someone who has passed an IQ test. This will determine their ability to do a job. It is against the law to induct someone into the US Armed Forces if their IQ is below 83. This was based on the fact that anyone with an IQ lower than 83 is not qualified to do any work or receive any training in the armed service. This law applies to every federal job.
Despite being against the law, the United States Government tests IQ using the Armed Services Vocational Aptitude Battery. The private sector can only do this if it has 15 employees or more. They are then under U.S. Equal Employment Opportunity Commission’s (EEOC) law. It is mandated that employees are hired based upon race, gender and orientation. In the media and by activist groups, it is claimed that IQ tests can be biased. It is discriminatory to base your belief on a different outcome. Some examples from The EEOC Court cases where this belief was put into action. Dial Corporation. Dial Corp. faced a problem where employees were injured. To solve the issue, Dial Corp. created a physical test to determine whether an employee was capable of working. Dial Corp. had the new hire lift and move a box weighing 25 pounds, and another weighing 50 pounds around the building. The person would be hired if they were able to perform the task. If the person could not complete the task, he or she would be moved to another job within the company. The EEOC argued against the test in court because it was “biased towards females” due to the fact only half of the female applicants and test takers were hired compared with previous hiring procedures. Dial Corp. claimed that adding a test to the recruitment process would result in less injuries and lower costs.
Dial Corp. certainly had the right to test applicants and I think it was fair. They lost because they didn’t lower the standard for female applicants. Instead, they treated everyone equally and ignored race or gender when hiring. Is the test sexist or just a false truth? EEOC is a commission whose sole purpose is to identify any unfair employment practices and unequal outcomes.
EEOC also took action against the U.S. auto industry. In a case brought by EEOC, it was determined that the Apprenticeship Selection Training System (ATSS), which is used to select candidates for apprenticeship training, discriminates against African Americans. The Uniform Guidelines of employee selection (UGES) rule 4/5 determined that this was the case. EEOC determined that the ATSS had a bias against African Americans because fewer applicants were hired. ATSS, like SSAT and ASVAB used for military service, was a type of cognitive test. The test measured a person’s ability to think, but the companies didn’t give extra points for race, gender or disability.
Dial Corp. had to move their factory after losing the lawsuits against them. In the United States there were too many fines. Also, it was difficult to find workers. So they moved overseas. Ford Motor Company is one of the companies being sued. They started hiring employees according to race and female gender instead of abilities. Ford Motor Company’s Diversity page explains and shows this. Ford terminated all of its employees on the basis of sex and race. The court ordered it. Stopping so-called “implicit African American discrimination”. Standardized IQ Tests have a correlation between.80 and.98 which translates to an accuracy rate of 80 to 98 %. ASVAB and Civil Service Test are the two most accurate tests for fluid-IQ. Both tests are used by the government for hiring. It is against the law for private employers to use this exact test. This shows me that IQ Tests are treated differently. If government agencies use tests for hiring but private employers can’t, it’s discrimination. What is the process? The government must want to force private companies to hire people with low-IQ. It doesn’t matter if jobs are scarce for people who have IQs of less than 85.
