No abstract

No abstract

Industrial/Organizational (I-O) psychologists can make positive contributions to the process of employment discrimination litigation, but may not know much about the judicial process, their roles as expert witness, or attorneys' and judges' perceptions of their testimony. We synthesize information from published analyses, interviews with experienced expert witnesses, and comments and written opinions of federal judges related to expert witness work by I-O psychologists. We present 10 specific recommendations to enhance the effectiveness of expert witness testimony in employment discrimination litigation.Industrial/organizational (I-O) psychologists have made substantial contributions to understanding many behavioral, quantitative, and legal issues surrounding employment discrimination litigation (Landy, 2005a), but the process of employment litigation is complex and potentially unfamiliar to many psychologists. Thornton and Wingate (2005) provide an analysis of some roles I-O psychologists have played as expert witnesses, but it is often not clear how they become involved in this litigation or how their contributions are evaluated and used by attorneys and trial judges. Furthermore, there is little evidenced-based advice to I-O psychologists regarding how to successfully approach the role of an expert witness in employment discrimination cases.

No abstract

No abstract