Global career succession assessment of leadership talent pipeline

During a global career succession assessment of leadership talent pipeline, a candidate was asked to
complete a personality/behavioral tendency profile. The candidate asked to speak to the program
administrator about the validity of the assessment. The assessment is based on first responses to several
sets of word values. The instructions were to respond with first instinct to the set of words listed in several
different categories. The candidate stated that some of the words could have different interpretations based
on values, beliefs, and cultural origin. Therefore, the validity of the assessment could be biased in terms of
results/outcomes. The program administrator removed the weighting of the assessment (not part of the
overall assessment scoring) to be used for informational and team building purposes only.
Use the above information to answer the following in 700 to 800 words:
Analyze whether the candidate has a valid discrimination concern about the assessment.
Determine what EEOC laws could potentially be at risk of violation.
Evaluate how the assessment could be altered so that it could still be used for the program.