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Prospects for reducing group mean differences on cognitive tests via item selection strategies.

Isaac M Bazian1, Samuel D Lee2, Paul R Sackett1

  • 1Department of Psychology, University of Minnesota.

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Removing items from cognitive ability tests may slightly reduce race and ethnic subgroup score differences, but cannot eliminate them. This item trimming procedure offers modest improvements in score equity.

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Area of Science:

  • Industrial-Organizational Psychology
  • Psychometrics
  • Human Resources Management

Background:

  • Cognitive ability tests are prevalent in employee selection.
  • Significant mean differences in test scores exist across racial and ethnic subgroups.
  • These score disparities pose a challenge for equitable test use.

Purpose of the Study:

  • To investigate an item-level procedure for reducing subgroup mean differences in cognitive ability test scores.
  • To assess the impact of removing test items on score equity and test validity.

Main Methods:

  • Three datasets were analyzed using item-level trimming procedures.
  • Items were removed based on difficulty or subgroup mean differences.
  • Test reliability was adjusted, and subgroup mean differences were compared before and after trimming.

Main Results:

  • Item trimming cannot eliminate, but may modestly reduce, subgroup score differences.
  • The extent of reduction increased with higher proportions of items removed.
  • Impacts on Black-White and Hispanic-White comparisons varied.
  • Removing items based on subgroup differences had minimal impact on criterion-related validity.

Conclusions:

  • Item trimming is a potential method for modestly improving score equity in cognitive tests.
  • The effectiveness and impact on validity depend on the proportion and type of items removed.
  • Further research is needed to optimize this procedure for fair employee selection.