Group differences in personality – Meta-analyses comparing five U.S. racial groups

Foldes, Duehr, and Ones conducted a large-scale meta-analysis to examine the magnitude of racial group differences on measures of personality and whether these differences are likely to result in adverse impact.
Due to the paucity of analyses and research in this area, this study provides an important contribution to the literature. The current research extends beyond existing research in many ways. First, researchers included understudied racial groups such as Asian Americans and American Indians and used a reliable estimate of the magnitude of racial group differences (d-values). The authors also examined differences at both the broad factor and narrow facet levels. Data from 44 different personality assessments was used and more than 700 effect sizes contributed to the database. Results suggested that in general, racial group differences were negligible and unlikely to result in adverse impact. However, there is some concern for adverse impact for certain groups and traits but this is dependent on characteristics of the selection scenario such as the trait being measured, the effect size, the composition of the applicant pool, and the selection ratio. The authors present a summary of potential trait-group combinations that may result in adverse impact. Specifically, adverse impact could be a concern for Blacks when Emotional Stability, Anxiety, Extraversion and Sociability are measured. There is some concern for Asians when Emotional Stability, Even Tempered, Extraversion, Dominance, Sociability, and Conscientiousness are measured, and for Hispanics when Sociability is measured. For American Indians, there is some concern when Emotional Stability and Extraversion are measured and for Whites there is some concern for Conscientiousness and its facets (Achievement, Cautiousness, Order), Extraversion, and Self-Esteem. This research has implications for the use of personality assessments for selection, such that practitioners should carefully consider the job-related traits being measured, the composition of their applicant pools, and their selection ratios.

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