peer reponse to Although the selection test demonstrates strong statistical validity, meaning it has a high correlation coefficient and is statistically significant in predicting job performance, the presence of disparate impact raises serious legal and ethical concerns. According to the Uniform Guidelines (n.d.) when a formal, scored selection procedure results in adverse impact, the validation methods outlined in these guidelines should generally be applied, if technically feasible. If the user cannot or is not required to follow these validation methods, they should either revise the procedure to eliminate the adverse impact or provide justification for its continued use in accordance with federal law. Therefore, while the test is statistically valid, the organization should only continue using it if it can provide sufficient evidence of its job relevance as required by UGESP. If not, the test should be modified or replaced to comply with equal employment opportunity standards