A recent concern related to selection in general is that  of  fairness  for  the  applicants.  This  is  especially  relevant  for officer selection, since the government organizes selection and the relevance of the officer corps for the general population is often  questioned.  Special  interest  is  devoted  to  the  adverse impact  of  elements  in  the  selection  process  for  females  and ethnic minorities. In this area, two different situations need to be identified, one in which different groups have the same level of abilities bur different scores due to biased measurement tools and the second in which different groups indeed have different levels of ability. The first deals with the situation in which different groups are known, or at least supposed to have similar aptitudes or characteristics but different measurement scores, because of inadequate measurement-tool  design. In  such  situations,  better measurement tools should be designed. As a short-term solution, one could at least take group differences into account when estimating individual performance