Organizations generally respond to the D-V dilemma by
A) hiring additional legal consultants.
B) revising selection strategies and/or increasing diversity through AA efforts.
C) raising cut-off scores.
D) using subgroup norming.

Question

Quizplus · Accepted Answer

The D-V dilemma refers to the tension between diversity (D) and validity (V), meaning that organizations often face a tradeoff between selecting candidates who are diverse but may not perform well on the job (lower validity) versus selecting candidates who perform well on the job but may not be diverse (lower diversity). To address this dilemma, organizations can revise their selection strategies and/or increase diversity through affirmative action efforts. This can include reaching out to diverse candidate pools, using structured interviews and unbiased assessments, and implementing diversity training for hiring managers. Hiring additional legal consultants or raising cut-off scores may not address the underlying issue and may even exacerbate the D-V dilemma. Using subgroup norming, which involves setting different standards for different groups, can also be problematic and may even be illegal in some cases.

Organizations Generally Respond to the D-V Dilemma by