Universal design in psychometric testing

Doyle, Nancy

doi:10.53841/bpsadm.2023.15.2.4

Cited by 1 publication

(1 citation statement)

References 11 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Indeed, there are very likely to be many instances where extra time is necessary and beneficial. However, offering extra time as the default accommodation can mask the real challenges that neurodivergent candidates face when completing assessments that were developed based on neurotypical thinking (Doyle, 2021).…”

Section: Provide the Accommodations Candidates Needmentioning

confidence: 99%

Cognitive ability: A promising option for assessing neurodiverse talent.

Camden,

Allen,

Specht

et al. 2024

Consulting Psychology Journal

View full text Add to dashboard Cite

Research on neurodiversity is sparse, and from an academic point of view, the current research suffers from poor and conflicting definitions and offers little guidance on practical support in organizational contexts (Doyle, 2020). Therefore, practitioners are left with little empirical research to help guide best practices for talent assessment. This study aims to address this gap between science and practice by analyzing how neurodivergent individuals perform on selection assessments measuring multiple constructs of cognitive ability and in multiple test formats when compared to neurotypical participants. To do this, the scores of nearly 500,000 participants across seven different practice versions of widely used cognitive ability assessments were analyzed. Results show that neurodivergent participants are generally able to achieve similar scores in a similar amount of time as neurotypical participants, providing preliminary evidence that cognitive ability assessments show promise for assessing the neurodiverse talent pool in a way that provides a fair and inclusive opportunity for all candidates to demonstrate their job-related abilities. Our findings also provide valuable insight into how assessment methods can impact a neurodivergent individual's performance dependent on their self-disclosed neurodivergent category. We conclude by discussing the practical implications of these results, including how they may affect the appropriateness of traditional accommodations such as providing additional time to candidates on assessments.William L. Camden https://orcid.org/0009-0000-0965-2222 All authors of the article are or were employed by SHL, the owner of copyrighted test content and patented assessment technology referenced in the article. None of the authors own the tests or technologies referenced or the associated copyright, nor do they receive any royalties from the sale of these (or other) SHL products.Our positionality statements follow: All members of the research team are or were employed by a global talent assessment provider embarking on a research program to ensure fair and inclusive assessments for all candidates. The research team includes representation from the neurodivergent community, which provides a unique perspective to contribute to the study design, analyses, and interpretation of results.William L. Camden played a lead role in data curation, formal analysis, and writing-original draft, a supporting role in project administration and visualization, and an equal role in conceptualization, investigation, supervision, validation, and writing-review and editing. Kristin S. Allen played a lead role in project administration and validation, a supporting role in data curation, formal analysis, investigation, and writing-original draft, and an equal continued 20

show abstract

Section: Provide the Accommodations Candidates Needmentioning

confidence: 99%