During these hard economic times getting and keeping employment is more difficult than ever. How would you feel if you knew you could do a job but you were not selected due to a biased math test used in the selection process? Would you feel you had received an equal opportunity and would you feel justice had been served? This is exactly what happened in Chesapeake, Virginia. "The city has settled a racial discrimination lawsuit from the U.S. Justice Department that alleged the Chesapeake Police used a math test that unfairly disqualified black and Hispanic officer applicants" (Forster, n.d., n.p.). Exactly how much math does a police officer need to use in the performance of his duties? Testing, if used in employment selection, must focus on the necessary qualifications needed to successfully perform the job and be designed to preclude discrimination or the perception of creating an unequal or injustice to specific classes of people. The perception of unethical, unequal or injustice in an organization opens up the organization for discriminatory law suits, decreases the organizations public image, can adversely affect future employment applicant numbers and can negatively impact the organization's current workforce. The Equity Theory and Organizational (Procedural) Justice will be used to prove that biased employment testing can be detrimental to the organization.
             The City of Chesapeake is negatively influencing their organization by using unnecessary and biased testing on their job applicants. The Equity Theory, perception of fairness and justice, and Procedural Justice, fairness of the procedure used to make a decision, can influence future job applicants and current employees (Luthans, 2011, p. 172). Would your motivation and organizational commitment decrease if you perceived your organization as practicing discriminatory practices? "Organizational justice can help ex
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