The utility of culturally responsive assessment for organizational science
Bibliographic Data
| ID | 6058459 |
|---|---|
| Authors | Michelle Martin-Raugh (0000-0003-2185-1317, The University of Texas at Arlington), Larry Martinez (0000-0003-3702-9774, The University of Texas at Arlington), Teresa Ober, Teresa M Ober (0000-0001-9698-9543, Educational Testing Service), Harrison Kell, Harrison J Kell (0000-0002-9401-5371, Human Resources Research Organization) |
| Year | 2025 |
| Pages | 1-20 |
| Publication date | 2025-10-14 |
| Open Access | No |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-03-2025-0202 |
| OpenAlex | W4415075711 |
| Language | EN |
| References cited | 59 |
Purpose As the global labor force becomes increasingly diverse, assessments must be culturally responsive to different demographic groups and their intersections. While culturally responsive assessment (CRA) has gained traction in education, it remains underexplored in organizational research. This study aims to examine how organizations can integrate CRA principles into employee selection, training and performance management. Design/methodology/approach This paper synthesizes literature on CRA from education and organizational science, identifying key principles and illustrating their application to workplace assessments. We discuss constraints, limitations and feasible implementation strategies. Findings Integrating CRA principles into workplace assessments can enhance fairness, inclusivity and equity. By adapting assessments to capture diverse competencies and experiences, organizations can improve decision-making and workforce development while maintaining validity and reliability. Research limitations/implications While CRA holds promise, challenges remain in balancing cultural responsiveness with standardization. Further research is needed to assess its impact on predictive validity and organizational outcomes. Practical implications Organizations adopting CRA can enhance talent management, reduce bias and foster equitable assessment practices. Social implications CRA promotes inclusivity and fairness in hiring and evaluation, supporting diverse workforce development. Originality/value This study extends CRA beyond education into organizational science, offering a novel framework for culturally responsive workplace assessments. We highlight specific use cases and advocate for empirical research to refine CRA applications in organizational contexts
Best practice · Cultural diversity · Empirical evidence · Empirical research · Organizational culture · Organizational performance · Workforce · Workforce development · Evaluation and Performance Assessment · Human Resource Development and Performance Evaluation · Organizational Learning and Leadership
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| Highly cited | No |
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