First, it’s pseudo scientific nonsense. We all know this. But let’s pretend that it’s real psychological science for a moment.
If it is a real psychological test, shouldn’t that mean it’s protected medical information? Should a workplace be allowed to force you to take a medical assessment and then immediately share that information with management?
Additionally, assuming it is a real psychological test, wouldn’t it be able to detect if someone has ASD, ADHD, depression, anxiety, etc? And if so, does that not open up a workplace to potential ADA violations if someone is denied employment, a raise, a promotion?
Back to reality… it would be hard to get any of this to stand up in court because, yes, it’s not real science. But does its scientific merit matter if the employer believes in the accuracy of the assessment? And if they didn’t believe in its accuracy, why would they spend money on the testing?