Psst. Hey, HR Manager. Yeah, you. Come over here for a sec.
You read all these articles about accessibility, inclusion, and the importance of recruiting diverse workforces. You might even come across a post about accommodations and access for standardized tests.
What does this have to do with you and hiring for your private company?
Plenty.
As someone who cares about your business, you want to hire qualified employees. You are probably also aware that a diverse workforce strengthens your company and increases your revenue. Here’s what some leaders do not realize:
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Disabled perspectives are part of a diverse workforce.
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Disabled people add value to your company.
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One in five people have a disability. This includes YOUR client base.
What does this have to do with academic testing and assessments?
Plenty.
Your prospective employees take a lot of tests both during school and during their training. A LOT. For example:
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High school exit exams
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College entrance exams
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Placement exams
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Course exams
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Skill and trade certifications
The problem is: Tests are rarely fully accessible for disabled people. This means that test scores can be poor proxies for a disabled job candidate’s knowledge base and skill sets.
Even with accommodations (which are sometimes denied), test items and formats need to be developed with a diverse set of test takers in mind. Unless test companies focus intentionally on accessible test design, the scores can be next to meaningless as gatekeepers both in school and during a job search.
So what can you do?
Plenty.
First, think about the accessibility of your recruitment and hiring process. Do you actively recruit applicants with disabilities? How transparent are your policies and practices about flexibility in your workplace?
Next, are there places where you rely on a standardized test score from an external company? Learn more about what the company says about accessibility in the development and administration of their tests.
Then think about multiple sources of evidence. Are there places where you can gather information about an applicant’s skills from more than one source? For example, maybe you can use an interview question, performance task, or reference check. When you look across several sources, do consistent (or inconsistent) patterns emerge?
Finally, ask for help. There are many disabled consultants and coaches out there who can help your company review their recruitment and hiring processes with an accessibility lens.
Remember: Accessibility is more than a checklist. It’s a way of thinking and an attitude of responsibility, flexibility, and inclusion.
We are all continually improving and finding ways to create a more welcoming and accessible work environment. You can do this!
Stephanie W. Cawthon, PhD, is a consultant, professor, author, and speaker who specializes in accessibility and inclusion in workplaces, classrooms, and anywhere disabled people can thrive. She shared her expertise on testing in an earlier post, Academic Assessment: Five Themes for the Future.