Sales Director Caveon Test Security, United States
Programs put a lot of thought, effort, and resources into fairness in testing. Still, standard test accommodations are just one part of the story. From dyspraxia to Tourette’s, dyscalculia, anxiety, ADHD, ASD, and certain mental health conditions, candidate populations are as neurodiverse as the universe and one size does not fit all. In fact, the problem is not a small one: depending on how narrowly or broadly the category is defined, neurodiverse individuals represent at least 10% of any given population and may represent as much as 40%.
Join us for a discussion where we share practices that can promote fairness across neurodivergent candidate pools, examine areas where there may be conflicts between program security and neurodiversity best practices, and simple changes that can help to ensure that we are testing each candidate’s knowledge, skills, and abilities without the unintended interference that can unfairly penalize some neurodivergent candidates.
Screen readers and alt text are a start, but there is so much more than can be done to help ensure that fairness is a practice, not a slogan.
Thank you Excelsoft for sponsoring the Test Development and Administration track.
Learning Objectives:
Upon completion, participants will be able to identify at least two reasons why attention to neurodiversity can help their candidates succeed.
Upon completion, participants will be able to name at least three types of modifications that can help their candidates succeed.
Upon completion, participants will be able to articulate security challenges that can arise when implementing changes.
Upon completion, participants will display an understanding of the ways that interface, environment, test format, and exam content can affect candidate success.
