same or similar circumstances” (Uniform Guidelines”, para 15).“根据法院裁决或行政解释的份量，认为某一特定程序在相同或类似的情况下与工作无关”。
The individual selection processes are appropriate, first component, identifies cognitive capacity of a candidate through SAT type test and second, is a 3-member interview where candidate is evaluated upon job-related dimensions. There is not sufficient data available to identify a pattern that points to discriminatory practices or environment. According to uniform guidelines, there is no need to evaluate individual component of the selection system for adverse effect.
个人选拔过程是适当的，第一部分是通过SAT类型测试确定候选人的认知能力，第二部分是3人面试，根据工作相关维度对候选人进行评估。没有足够的数据来确定歧视性做法或环境的模式。根据统一的指导方针，没有必要评估选择系统的个别组成部分的不良影响。
If there is evidence of adverse impact in selection, what kind of action should be taken? Are these actions mandatory?如果有证据表明在选择过程中存在不利影响，应采取何种行动？这些行动是强制性的吗？
If the selection process or component that has the adverse impact which is job-related, then the adverse impact being caused would not be illegal. In case it is not job-related then it would be illegal discrimination and that process should then be discontinued.
如果具有与工作相关的不利影响的选择过程或组件，则所造成的不利影响不会是非法的。如果这与工作无关，那么这将是非法歧视，然后应该停止这一过程。
In the interview process, adverse impact on women candidate pool is especially concerning. One suggestion is to have at least 1 women interviewer in the group of 3. This will ensure more diversity in the selection process and make the process fairer. This action will be optional as the data is not conclusive as it includes only 12 women which were interviewed.
在面试过程中，对女性候选人库的不利影响尤其令人担忧。一个建议是在三人一组中至少有一名女性面试官。这将确保选拔过程更加多样化，并使选拔过程更加公平。这一行动将是可选的，因为数据并不是决定性的，因为它只包括12名接受采访的女性。
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