The Diversity-Validity Dilemma: Implications from the Ricci v. DeStefano U.S. Supreme Court Case

One of the most critical problems that hospitality firms face in selecting employees is that the use of cognitive ability tests and other valid predictors of job performance lead to subgroup differences between majority and minority group members. The recent Ricci v. DeStefano U.S. Supreme Court case provides new implications for the adverse diversity-validity dilemma. This paper seeks to bridge areas that have not been discussed in unison, including the costs of employment discrimination claims, the validity-diversity dilemma, and disparate treatment v. disparate impact under the Supreme Court’s recent ruling, and alternative selection methods