This chapter examines bias and fairness in employment testing in the Netherlands, addressing twenty key questions related to historical and cultural developments, legal frameworks, professional guidelines, and psychometric issues. Although equal treatment is a fundamental legal principle, perceptions of hiring discrimination remain widespread. The chapter explores demographic shifts that have shaped discussions on employment fairness and outlines the Dutch legal framework, focusing on the Equal Treatment Act and the role of the Netherlands Institute for Human Rights in handling discrimination complaints. It also highlights the relatively limited attention given to fairness in professional guidelines for practitioners. Furthermore, the chapter evaluates how psychological tests are assessed for bias, particularly through analyses of score differences, differential item functioning, and measurement invariance, while noting the scarcity of research on predictive bias. Emerging challenges, such as algorithmic bias, are also examined. Finally, the chapter discusses recent legislative efforts to promote fairness in employment testing, including a proposed law that was rejected in 2024.

This chapter considers the role of advance directives in Malaysia, beginning with a discussion of the legal principles that are likely to apply in the end-of-life decision-making context. We then examine the professional guidance on advance directives published by the Malaysian Medical Council and the Ministry of Health, and highlight points of concern that such guidance has failed to address. The chapter then turns to consideration of the limited empirical data on advance directive awareness in Malaysia, followed by a discussion of the various sociocultural factors that may influence the acceptance of advance directives, with a particular focus on the significant roles played by the family and physicians. Religion as a key influence is also explored in relation to Malaysian attitudes towards advance directives.