Equal employment opportunities for women are a legal requirement in many legal environments, including the United States (US) and European Union (EU) legislations. In this context, indirect discrimination in the access to jobs is an illegal practice. For this reason, personnel selection procedures must be fair for protected-by-law groups. Specifically, gender discrimination is the focus of research on employment interviews. This article presents a meta-analysis of gender differences in the scores in structured behavioral interviews (SBI). A database was created consisting of studies conducted with real candidates and employees. Psychometric meta-analysis methods were applied. The results showed that the SBI is fair for women and men and does not show evidence of adverse impact and indirect discrimination. Implications for the practice of personnel selection are discussed and future research is suggested.

中文翻译：

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结构化的行为面试作为确保妇女平等就业机会的法律保证：一项荟萃分析

在包括美国（US）和欧洲联盟（EU）立法在内的许多法律环境中，妇女的平等就业机会是一项法律要求。在这种情况下，在获得工作中的间接歧视是非法的做法。因此，人员选择程序对于受法律保护的团体必须公平。具体而言，性别歧视是就业面试研究的重点。本文介绍了结构化行为访谈（SBI）中分数中性别差异的荟萃分析。创建了一个数据库，其中包含对真实候选人和员工进行的研究。应用心理计量学荟萃分析方法。结果表明，履行机构对男女均公平，没有证据表明有不利影响和间接歧视。