The first was that there were few alternate forms, which makes it likely that others will obtain a copy of the test and provide on-test training which decreases the validity.
Beginning in 1981 with little publicity, the United States Employment Service began "race-norming" the reports of results of the GATB.
[4] The aim of this practice was to meet affirmative-action goals and to counteract alleged racial bias in aptitude tests administered to job applicants,.
[5] Race-norming was also applied to neuropsychological tests, to reduce the number of blacks theoretically misclassified as cognitively impaired.
The public controversy over it resulted in such race-norming of employment testing being explicitly outlawed by the Civil Rights Act of 1991.