Educating those outside the I-O field
While it is not a uniquely contemporary issue for I-O, psychologists working in this field strive to educate others in best practices and recommendations for employment selection. Despite decades of outreach on their part, research-supported best practice remains underutilized and underappreciated. Drew and Viswesvaran (2013) found that many of the best adverse impact reduction strategies according to research are seen as only moderately influential on legal outcomes. They call for I-O psychologists to communicate more with major stakeholders, including the EEOC, about their findings and recommendations. Furthermore, Arthur, Doverspike, Barrett and Miguel (2013) caution I-O psychologists against setting highly aggressive goals for organizations to reduce adverse impact. Specifically, it is important to keep goals realistic. It may not be possible to eliminate or even reduce adverse impact in an organization immediately. However, I-O psychologists can leverage extensive resources and research to develop valid and legally defensible selection tools over time. As such, and whether working internally or as consultants to an organization, I-O psychologists must draft agreements with employers that set out clear expectations about what can be done using the best practices and recommendations from the field.