Article: To Promote Inclusivity, Stay Away from Personality Assessments

Background

In the New York Times, Quinisha Jackson-Wright explains her personal experiences with taking the company-required Myers-Briggs Type Indicator. She summarizes and shares links to research findings.

I discovered the article from Jane Bozarth’s retweet of Will Thalheimer’s post. In his tweet, Thalheimer introduces the article this way:

Myers-Briggs and DISC, etc. are not just invalid and unreliable, they are also probably biased against minorities, easily weaponized in the workplace, and give people a static view of people. All bad things!

–> Will Thalheimer

Link

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