This chapter explores employment testing bias and fairness in India. The developments that have led to fair employment practices in India with special reference to affirmative action policies, the reservation system, and the regulatory authorities that oversee hiring processes are reviewed. Measures aimed at the prevention of biases, including structured interviews, blind hiring, and training about unconscious bias are discussed. The chapter also reviews the legal framework for employment fairness, the role of public and private sector organizations, and issues such as the impact of artificial intelligence on selection procedures. Results from a survey of Indian organizations are used to provide empirical insights into the existence, as well as effectiveness, of fairness policies in curbing hiring biases. Further, the chapter compares the situation in India to global perspectives on employment testing bias and fairness and highlights the need to further refine regulatory mechanisms and organizational policies in hiring. Finally, this work indicates significant gaps across various aspects of fair hiring practices in India and identifies areas that require focus and research.

This chapter examines employment testing bias and unfairness in Romania, the legal framework, discrimination types, and the role of regulatory bodies. Multiple organizational stakeholders are involved in employment testing, yet the Romanian legal system lacks explicit regulations on test bias and fairness. Although EU directives mandate equal treatment, they do not require validation of employment tests. The National Council for Combating Discrimination oversees enforcement but lacks authority over compensation or reinstatement. Employers, particularly in the private sector, often outsource recruitment and selection. Psychological testing is primarily governed by the Romanian College of Psychologists. Bias detection and disparate impact assessment remain underdeveloped, with limited legal requirements for test validity evidence. Romania’s approach to balancing validity and diversity remains informal, and artificial intelligence-based hiring tools are scarcely used. Legal consequences for discrimination range from fines to criminal penalties, yet selection methods remain largely unregulated. The chapter highlights gaps between advances in psychometrics and their application in employment selection.