Summarizes the major features of the Supreme Court ruling in Griggs vs Duke Power Company, the guidelines of the Equal Opportunity Employment Commission and of the Office of Federal Contract Compliance, and the revised Equal Employment Opportunity Act of 1972. The convergence of thinking present in the 4 documents is interpreted as the formulation of public policies that are increasingly explicit about the use of psychological tests in personnel work. Although the form and content of public policy has been shaped by forces and issues outside professional psychology, the implications for the latter are direct and immediate. Numerous professional and technical issues, as well as larger social and cultural issues, are yet to be resolved. The complexities of the latter pose serious difficulties for the psychologist in resolving the former. (37 ref.)
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