Personality tests, like those based on the Myers-Briggs system, often create a false dichotomy, limiting the understanding of individual capabilities in professions such as law enforcement. The critique highlights the issue of these assessments being misused for hiring or promotion decisions, which can lead to harm and perpetuate inequities. For instance, some organizations have structured their hiring processes around these tests, encouraging candidates to 'game' the system rather than genuinely reflect their personality. This emphasis can result in a superficial assessment that fails to measure true aptitude, creating barriers for lower-income individuals who may not have access to test preparation resources.