Psychometric testing

Jenny Piggott - Workplace Law Network
Online advisor - 2 posts

You do not need to disclose the subject of the test, however you are required to make reasonable adjustments if someone taking the test has a disability. In the example you gave, someone with dyslexia might require extra time to take the tests.

The Code of Practice associated with the DDA says you would need to "revise the tests, or the way results of such tests are assessed – to take account of specific disabled candidates". However, you are only obliged to do this, and can only do it effectively, where you have been provided with appropriate information from the candidates in advance. This will allow time to make arrangements as necessary or to seek further advice on how best to adapt the test or questionnaire for the candidate.

You might want to include a paragraph in your invite to interview regarding notifying the company in advance if adjustments are required. It might be helpful for candidates if at this stage you include some information on the format of the test, e.g. on screen/paper, number of questions, type of answers.

Carole Simmons
Member - 52 posts

I would like to ask how far reasonable adjustments for tests such as these can reasonably be expected to go. I know of a situation where a candidate was advised they had reached the next round in an interview and would have to face a timed test which required entering quite a lot of data. When explaining to the HR department that they used a special keyboard because of their disability they were told that they would be allowed some extra time only and then they added "perhaps you should be thinking carefully if this is really an appropriate position for you".

Knowing that without their equipment the test would be a waste of time they withdrew from the interview. My question is - would it have been reasonable to have insisted that in this particular case, this person had the correct equipment in order to be able to do the test or is that taking things too far.

James Fairchild
Member - 257 posts

Is there a possible racial or sexual discrimination angle also? I'm thinking particularly about questions designed to understand whether someone is a leader or is used to being given instructions, I can see a possible indirect discrimination in the case of ladies from cultures where a lady has an expected role in a family home.

Andrew Graham-Cumming
Member - 10 posts

Carole
If the candidate had an impairment that was likely to satisfy an ET that the DDA applied, then the refusal to allow the special keyboard in the test would appear to be direct discrimination on grounds of disability. You say that the candidate informed the potential employer of the disability, so the effect of that disability on the test should have been taken into account.

The reported comment by HR might be seen to demonstrate underlying prejudice, but it might also have been common sense. There's no point applying to be a fireman if you are a very short-sighted epileptic and there's no sense in wanting to work in a call centre if you can only use a computer by direct voice input.