These findings have major significance. For example, racial groups differ in average performance on mental ability tests: East Asians on average score higher than Whites, who on average score higher than Blacks (see Race and intelligence for a more thorough discussion). Race-blind hiring on the basis of cognitive test score, among the best predictors of job performance, tends to lead to under-representation of some racial groups in favor of others, a phenomenon called "adverse impact" or "disparate impact" in employment law. (In contrast, "disparate treatment" refers to deliberate discrimination.)