Blacks fail Philly police psych screening more than whites
From 2011 through 2014, 72.5 percent of the 262 black applicants passed the psych evaluation, compared with 81.2 percent of the 823 white candidates.
Hispanic applicants fell in between, at 75 percent of 176 job-seekers. Applicants of Asian descent fared the worst, at less than 58 percent, but their overall numbers were small – just 66 applicants over the four-year period.
So it’s the Asians that failed it the most, but the blacks are the ones bitching. Remember, we’re always instructed about the coalition of the ascendant, the racial newcomers. Yet, when the topic is race in the United States, it always seems to come down to black and white.
Experts caution that the different passing rates are not necessarily evidence of discrimination.
Ordinarily, one would think so. But, an army of Federal judges disagree. Hence the disparate impact madness.
Under U.S. Equal Employment Opportunity Commission guidelines, if an employment screening tool results in a minority racial group being hired at less than four-fifths the rate of the majority, the burden is on the employer to show why that tool is a valid predictor of job success and not discriminatory.
For the Philadelphia police, that means black police candidates would have to pass the psych evaluation at a rate below 65 percent – four-fifths of the 81.2 passing rate for whites.
Nuts, no disparate impact lawsuit? Well, unless the Asians want to have some fun.
However, people of low socioeconomic status may fare worse on certain aspects of the test, if raised in an environment where rule-breaking and challenging authority were commonplace, said David Corey, a Lake Oswego, Ore.-based psychologist who consults for law enforcement agencies across the United States and Canada.
Psychopaths and sociopaths might not make good cops.
As a result, it is inappropriate to use the true-false test by itself as a screening tool, Ben-Porath and Corey said. Some of the true-false questions probe the applicant’s history of conduct problems, so a skilled psychologist would then use the interview to determine whether any such tendencies were still an issue, they said.
“It’s important to look at the whole person,” Corey said. “Are these a reflection of contemporary problems? Or are these a reflection of past problems?”
“It’s important to look at the whole person” means that ignore test results and qualifications and hire the whole negro.
The lower passing rates among black applicants indicate the need for scrutiny of the psychologists who do the interviews, said Rochelle Bilal, president of the Guardian Civic League, a nonprofit that advocates on behalf of black police officers in Philadelphia.
In a more sane time, the lower passing rates among black applicants would have been said to have been indicative of something not quite so positive about the black applicants.
There are two ironies here:
One, the Black Autumn extortion mobs on college campi have as almost a universal demand better campus mental health services.
Two, the Black Lives Matter bunch wants better psychological screening so that agencies can better identify and not hire people who want to mow down black babies’ bodies.
When they get what they want, they gripe when it shows them to be deficient.