Race Norming Quotes

“Wikipedia: Race Norming

Race-norming, more formally called within-group score conversion and score adjustment strategy, is the practice of adjusting test scores to account for the race or ethnicity of the test-taker. In the United States, it was first implemented by the Federal Government in 1981 with little publicity, and was subsequently outlawed by the Civil Rights Act of 1991.

Prior to being banned by the federal government, race-norming was practiced by 38 U.S. states' employment services. The aim of this practice is to counteract alleged racial bias in aptitude tests administered to job applicants, as well as in neuropsychological tests.

The practice converted and compared the raw score of the test according to racial groups. The score of a black candidate is only compared to the scores of those who had the same ethnicity. If the candidate's score, which is reported within a percentile range, fell within a certain percentile when compared to white or all candidates, it would be much higher among other black candidates.”
― Wikipedia Contributors

“Gottfredson, Linda S. (1994). "The science and politics of race-norming". American Psychologist. 49 (11): 955–963

Disparate impact (racial imbalance) in employee selection constitutes prima facie evidence of unlawful discrimination. Research in personnel psychology has shown, however, that valid and unbiased selection procedures often guarantee disparate impact and that they will continue to do so as long as there remain large racial disparities in job-related skills and abilities. Employers are in a legal bind because often they can avoid disparate impact only by engaging in unlawful disparate treatment (racial preferences).”
― Linda Gottfredson

“Race norming is the practice of converting individual test scores to percentile or standard scores within one’s racial group. In the process of race norming, an individual’s percentile score is not calculated in reference to all persons who took the test; instead, an individual’s percentile score is determined only in reference to others in the same racial group. After norming scores by percentile in separate racial groups, the lists are combined to make selection decisions. By norming within racial groups, the same raw score for Whites and Blacks can be converted to different percentile scores based on the distribution of scores for each racial group.

For example, suppose that a White candidate and a Black candidate each earn a raw score of 74 points on a test. If the White candidate’s test score is converted to a percentile only in reference to other White candidates and the Black candidate’s test score is converted to a percentile only in reference to other Black candidates, then the percentile scores earned by the two candidates may not be equal even though they attained the same raw test score. Perhaps the 74-point raw score for the White candidate may be at the 60th percentile of the White distribution of scores, whereas the 74-point score for the Black candidate may be at the 65th percentile of the Black distribution of scores. When the White and Black percentile scores are combined into a common list and selection decisions are made, the candidates who scored the same 74 raw points on the test might be treated very differently. For example, if the organization decides to hire only persons who scored at the 65th percentile and above, then the Black candidate would be selected and the White candidate would not. In another circumstance, the organization could decide to hire persons with the highest percentile first, which would mean that the Black candidate would be selected prior to the White candidate.”
― iresearchnet

“Linda Gottfredson, “Clinton’s New Form of Race-Norming.” Wall Street Journal, June 3, 1993.

The national Assessment of Educational progress. . . has documented large gaps on specific skills and knowledge among high-school students. Throughout the 1980s, black 17-year-olds (excluding dropouts) had proficiency levels in math, reading, science and other subjects that were more comparable to white 13-year-olds than white 17-year-olds. A 1987 NAEP report found similarly large gaps in the functional literacy of young adults age 21 to 25. The average black college graduate could comprehend and use everyday reading materials, such as news articles, menus, forms, labels, street maps and bus schedules, only about as well as the average white high-school graduate with no college. In turn, black high school graduates function, on the average, only about as well as whites with no more than eight years of schooling. The pervasiveness of such huge gaps in current skills and knowledge explains why employment tests typically have disparate impact, especially in mid-to-high level jobs.”
― Linda Gottfredson