The results TTI SI’s products deliver to clients are only as good as our compliance – and so we’ve invested the necessary time and research to ensure our products are safe to use.

Adverse impact

A study completed in 2014 concluded that there is no evidence to suggest that any TTI assessments measuring adverse impact with regard to gender, race, disability or veteran status. All subgroups were  EEOC compliant, well within the guideline of 80 percent, and well within the first standard deviation from the population mean.

Safe to use for hiring

Under the disparate Impact rule, an employer may not use an employment practice that, even though neutral on its face and applied to all applicants or employees, disproportionately excludes members of a protected category.

TTI's assessments were found not to exclude any protected category, allowing users of TTI assessments as part of their hiring process identify the best individuals for the job.

As TTI SI Chairman Bill J. Bonnstetter notes, in "Hiring Superior Performers Safely Under the Law,

There is nothing in the law that says you must hire an inferior candidate. The law simply states that you, and any of the systems you use, cannot discriminate against the protected group(s). . . . [Here we ] provide you with a system for hiring that does not allow typical human biases to enter into the process.

EEOC compliant, Safe Harbor-approved

TTI’s products are Safe Harbor-approved, non-discriminatory and are fully EEOC compliant. TTI’s complete and comprehensive Adverse Impact Study validated the use of assessments within employment practices.