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CHAPTER 1: INDIVIDUAL DISPARATE TREATMENT DISCRIMINATION
I assigned the Implict Attitude
Test. It certainly added to the level -- and intensity --
of class discussion. You might want to take a look for possible
use in your courses. Unless you're fully wired and laptopped,
this can't be taken in class because it requires responses by
the individual testee. But students were (surprisingly) willing
to discuss how they did on it, which led to questions about both
the validity of the test, the meaning of "attitudes" and the
relationship of attitude to discrimination. They were also more
likely to have taken the test than to have read the rest of the
assignment. Perhaps no surprise there!
https://implicit.harvard.edu/implicit/demo/thescientists.html
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CHAPTER 3: DISPARATE IMPACT DISCRIMINATION
For those of you interested
in exploring testing, especially the current concern with
"honesty" or "integrity" tests, you might look at the
following:
http://www.creativeorgdesign.com/
Sample tests are provided, as
is sample validation information. Some of the questions are
certain to trigger a lively classroom discussion of what can
otherwise be a pretty dry topic.
http://www.creativeorgdesign.com/testpages/honestytests.htm
For example,
"The average employee will
tell his boss about a fellow employee who is stealing
money."
"If the manager of a theater
offered to let me in without paying, I'd insist on paying
anyway."
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CHAPTER 9: SEX
DISCRIMINATION
You might be interested in using some clips from The Office
to illustrate some of the points in this section. Look at
http://employmentlawpost.com/thatswhatshesaid/, which not only identifies
potential episodes but does an exposure assessment from an
HR point of view.
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