Adverse Impact are operational or hiring practices that seem harmless on the surface, but cause direct or unintended harm to underrepresented or protected classes of candidates. Examples of adverse impact can occur during hiring assessments when the assessment assumes knowledge or potentially enables one group of candidates over the other.
Some groups use weight selection measurements to evaluate the adverse impact to particular protected groups within their hiring process. Measurements like this often look at demographic data and compare the candidate hiring pool to see if there is a reasonably close proportional representation. If that representation is misaligned, it usually requires review of the interview or hiring process to determine where bias or adverse impact is occurring.