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by dash2
3 hours ago
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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. |
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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.