3 part question.

Part 1: Your organization has not had any disabled applicants apply for a job. However, you are concerned that you must be ready for the likelihood that it will happen at some time in the future. What do you need to diagnose in your current selection program to be sure you are in compliance with the Americans with Disabilities Act?

Part 2:What is the scientific argument concerning whether or not tests are "culturally" fair? What is the scientific evidence concerning this issue? And why do claims of test bias persist in spite of conclusive evidence?

Part3: Summarize the major conclusions of validity generalization studies. What are the implications of this research for human resource practice? What cautions should be observed based upon the research that has criticized validity generalization procedures? What validation practices would you recommend to an organization based upon these research findings?