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Inclusivity of the CPQ

All things fairness and inclusivity.

The CPQ was designed to be an occupational personality questionnaire and as a result a number of measures are included in its design and construction to ensure its users can easily stay within the law. The following features have been built into the CPQ to ensure that its assessments are fair:

Language

All of the items in the CPQ scales are written in business-English. This means that candidates will only encounter language that they would encounter in the modern workplace. Idioms, clichés, metaphors, and overly complex language and vocabulary are avoided. The items do not presume previous work experience, making the questionnaires accessible to all ages. The initial trialling of the questionnaire included employees from a wide range of sectors and roles to ensure that the language was suitable for a diverse range of people.

Occupationally Specific

The CPQ avoids content that is not work related or that uses complex psychological language. The CPQ scales are all designed to relate to the workplace to avoid sensitivities relating to the assessment of more general elements of personality.

Platform Accessibility

As well as ensuring the assessments themselves are fair and inclusive, we also deliver assessments in an accessible way through the Clevry Platform. Data is routinely collected as part of assessment design processes and research studies into candidate experiences using the platform. The Clevry Platform is regularly updated to improve candidate experiences. There are a number of key features in relation to accessibility and inclusivity:

  • Accommodations: Several accommodations can be made easily by candidates, assisting in the provision of reasonable adjustments.
    • Test time extensions can be granted in the admin portal.
    • Colour contrast settings can be adjusted by candidates (e.g., black background with yellow text, yellow background with black text etc).
    • Font size can be adjusted using browser settings to zoom in or out.
    • The platform is compatible with screen readers, allowing text to be read out loud, and refreshable Braille.
    • Users can navigate their way around through keyboard controls.
  • Practice questions: Candidates are provided with the opportunity to complete practice questions prior to taking assessments. Not only does this reduce candidate fears and anxieties, but it also provides a level playing field for any candidates who have not previously experienced psychometrics.
  • Simple design:
    • A simple UI design is implemented, to ensure accessibility for all candidates and to prevent confusion and distraction.
    • Sans serif fonts are used to improve readability of assessment content.
    • Default font size is set to 12pt.
  • Avoidance of gamification: Although impressive looking, gamification can lead to increased adverse impact and make it more difficult to ensure accessibility. Clevry’s assessments are not gamified for this purpose.
  • Devices: Clevry assessments can be completed on both laptop and mobile devices.
  • WCAG 2.2 AA compliant: The platform is compliant with Web Content Accessibility Guidelines 2.2 AA, an internationally recognised set of standards for web accessibility.

Evaluation

We routinely monitor our tests to ensure they are performing to appropriate standards and to determine whether any changes need to be made. This includes carrying out analyses for clients to determine appropriate cut-off scores and to reduce the likelihood of adverse impact occurring.

Adverse Impact Analyses

As part of our standard approach to assessment design, we always conduct analyses into whether or not group differences are present. These analyses identify whether there is a difference in the average scores obtained by different groups. They do not assess whether adverse impact is present but enable us to understand whether groups are likely to perform differently. Differences can arise due to real differences between groups (e.g., environmental or genetic) or biased test design. Group differences can exist without causing adverse impact; however, care should be taken to ensure that cut off scores are not overly stringent.

Adverse impact, on the other hand, assesses whether certain demographic groups are likely to be disproportionately sifted out of a selection process. Organisations should routinely monitor their selection processes for adverse impact, and this should be considered in the context of the wider recruitment process (not just psychometrics). Clevry supports clients in conducting these analyses, helping to determine appropriate cut-off scores as part of sifting.

Rational Validity

The flexible and bespoke nature of the CPQ means that you can design your personality questionnaire to meet the specific assessment criteria of your target job, by selecting only the scales that are relevant to the job role as well as job-matching these scales to the nature of the role in order to better understand candidate fit with the role. This greatly enhances the face and content validity of your personality questionnaire by ensuring that it only includes content that is relevant to the job. The absence of inappropriate or unrelated content reduces the likelihood of candidates challenging the use of the questionnaire based on perceptions of unfair or irrelevant content. The use of the questionnaire will also be easier to defend against challenges because of the clear link between its contents (your scale selection) and the job.

Using Clevry’s Assessments Fairly

Outside of the assessments and platform we provide, we work closely with our clients to ensure that our psychometrics are part of a fair and inclusive process overall. This might include ongoing evaluation of assessment tools post-launch, reviewing the wider selection process, design of additional forms of assessments to complement the selection process, assistance in evaluation and facilitation, and guidance on making accommodations.

We’ve also collated a number of recommendations for test users, such as you, to keep in mind when administering psychometrics:

  • Reasonable adjustments
    • Take a person-centred approach, and treat individuals based on their specific needs rather than taking a ‘one size fits all’ approach
    • Encourage reasonable adjustment requests using positive phrasing and providing assurances and clarity on how their data/request will be used
  • Support
    • Advertise all available channels of support
    • Educate and train users in neurodiversity in relation to online psychometrics and how to support neurodivergent individuals’ needs
  • Provide personalised and candidate friendly feedback
  • Processes and decision making
    • Only use psychometrics where appropriate
    • Only use reliable and valid psychometrics
    • Use a combination of assessments
    • Avoid overly stringent cut off scores
    • Provide generous completion deadlines
    • Allow test takers to complete assessments in an environment of their choosing
    • Clearly communicate with test takers

 

Please contact Clevry with any queries relating to the fair use of the CPQ with your candidates.