This post is part of an ongoing series about assessment testing best practices. Click here to view other posts in the series.
Discrimination: Not something that an employer wants to be accused of.
Luckily, as far as assessment testing goes, there is little reason to worry (assuming of course that you are using Resources Associates tests. We can’t make guarantees for other testing styles.) The combination of our validated cognitive aptitude and personality tests are designed to help avoid any legitimate accusations of discrimination.
But, there is a group of people that merit extra consideration.
Applicants with Disabilities
Laws have been put in place to protect the disabled from discrimination.
“The Americans with Disabilities Act (ADA) became law in 1990. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The purpose of the law is to make sure that people with disabilities have the same rights and opportunities as everyone else. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion.” (Source: https://adata.org/learn-about-ada)
Limitations and severity vary from one disabled person to the next. For the most part, each case is unique, and there’s no “one size fits all” in terms of the proper way to accommodate a disabled job applicant. We recommend that hiring managers familiarize themselves with any laws which might affect their hiring process, including laws that protect the disabled.Always use good judgment and make sure that you are giving disabled applicants a fair chance to prove their value.
As an example, Resource Associates was once asked for suggestions on how to accommodate a job applicant who suffered from dyslexia. We recommended giving the applicant a 50% time limit increase on the timed portion of a cognitive aptitude test. It was a simple way to level the playing field a little.
We’re not suggesting you give a job to someone who isn’t physically, mentally or emotionally capable of handling it. For example, it makes no sense to give a job that frequently requires the employee to climb up and down a ladder to someone with severely impaired balance. Instead, we are suggesting that you look at the big picture and remember that no test can take every single detail into consideration. Although their abilities may be limited in certain areas, there are many people who happen to be disabled who may be able to contribute extraordinary value to your company.
Make sure you give them the chance to prove whether or not they are the right candidate. It’s required by the law and it’s just simply the right thing to do.
If you’re interested in learning more about the high-quality, reasonably priced personality & cognitive aptitude tests that Resource Associates offers, click here now to find a test that’s right for your business!
(Note: The author of this article is disabled.)