Full Answer Section

Use the selection procedures fairly. The selection procedures should be used fairly and consistently for all candidates. This means that all candidates should be given an equal opportunity to demonstrate their qualifications.
Document the selection decisions. The selection decisions should be documented in writing. This documentation should include the reasons for the selection decisions.
Here are some specific examples of how organizations can apply the UGESP to practical selection decisions:

When developing job descriptions, organizations should focus on the essential functions of the job and avoid using language that could be discriminatory.
When using tests, organizations should select tests that have been validated for the job and that are non-discriminatory.
When conducting interviews, organizations should use structured interview questions and should rate candidates on a consistent scale.
When making hiring decisions, organizations should consider all of the relevant information about the candidates, including their test scores, interview performance, and work experience.
By following these steps, organizations can ensure that their selection decisions are fair and compliant with the UGESP.

Here are some additional tips for applying the UGESP to practical selection decisions:

Use a variety of selection procedures. This will help to reduce the potential for bias and to ensure that the selection process is fair.
Train your hiring managers on the UGESP. This will help them to understand the importance of fair and non-discriminatory selection practices.
Regularly review your selection procedures to ensure that they are up-to-date and compliant with the UGESP.
By following these tips, organizations can apply the UGESP to practical selection decisions and create a more fair and equitable workplace.