The use of tests and assessments in employment-related decision making has the potential to benefit organizations and individuals. However, their use is frequently criticized because of their adverse potential for bias and unfairness. The saliency of and attention to these issues may also vary from one country to another. Therefore, in addition to an overview of the handbook and its objectives, the present chapter presents a synthesis of the twenty-three chapters organized around four themes pertaining to bias and unfairness in employment testing, specifically, (1) historical and/or cultural issues, (2) legal and professional guidelines and issues, (3) psychometric issues, and (4) future- and forward-looking issues. Furthermore, the theory of cultural tightness-looseness is used in an exploratory manner to gain additional insights into patterns, or the lack thereof, across countries as reported in the chapters. The patterns of associations indicated that, relative to tight countries, loose countries were generally more attune to and have in place practices and regulations addressing employment testing bias and unfairness. Finally, some thoughts and suggestions for future research are discussed.