Yes. Based on extensive research, our assessments meet the standards specified in the EEOC’s Uniform Guidelines on Employee Selection Procedures (1978), which addresses adverse impact (discrimination) in pre-hire assessments. Our on-staff experts have decades of experience with legal compliance, including the issue of adverse impact. Our analyses have demonstrated no adverse impact in our personality/behavioral assessments. Note: Cognitive assessments require extra steps during implementation to establish job relevance and appropriate cut scores.