The Importance of Inclusive Assessment for Business Leaders

Moving from awareness to action

Inclusive hiring has been widely discussed in recent years, but discussion alone does not remove barriers. Starting with focused research questions, SHL now sustains a data-driven research program, identifying challenges candidates face during assessment and actively investigating how those barriers can be reduced through better design.

One of our recent peer-reviewed studies, published in the International Journal of Selection and Assessment, explored how autistic adults experience digital personnel selection tools. Rather than relying solely on quantitative metrics, the research examined lived experiences to better understand what aspects of assessment design help or hinder performance. The takeaway? Small design choices can have a significant impact on candidate experience.

What 13,000+ participants taught us about accessibility

Beyond qualitative research, we analyzed quantitative data from nearly 13,000 participants across cognitive and non-cognitive assessments. We asked a simple but powerful question: What modifications would have helped you perform at your best? Several important insights emerged:

• All listed modifications were endorsed as helpful by at least some individuals across both neurodivergent and neurotypical groups.
• Extra time stood out as a particularly high-value, low-complexity option.
• Some tools, such as screen readers, met more specific needs and were more strongly endorsed by certain neurotypes.

The implication is clear, accessibility features are not “special accommodations” that benefit only a small group. Thoughtfully designed modifications can support a broad range of candidates. 

Importantly, overall reactions to assessments were generally positive across groups. While neurodivergent participants reported slightly less favorable experiences on average, differences were small. However, even small differences highlight opportunities for improvement, particularly around early communication, clarity of purpose, and making support options visible upfront.

Inclusive design benefits everyone

Through industry conferences, partnerships, and publications, we continue to advocate for Universal Design principles and designing systems to be usable by as many people as possible from the start. This approach shifts the mindset from reactive accommodation to proactive inclusion.

Research also shows that something as simple as inclusive language can make a measurable difference. In previous SHL research, introducing more supportive, inclusive wording into a disclosure form doubled disclosure rates for most neurotypes. That finding reinforces a broader truth: signals matter. When candidates feel psychologically safe, they are more likely to engage authentically.

Why inclusive assessment is a strategic priority

Inclusive assessment is not just about compliance or corporate responsibility. It is about: 

• Improving candidate experience
• Reducing unintended barriers to performance
• Expanding access to high-quality talent
• Strengthening inclusion and credibility in hiring decisions 

Especially as AI starts to influence assessment and organizations navigate skills shortages, evidence-based inclusion becomes a competitive advantage.

Read our 2026 Annual Report for a deeper look at the research behind these insights, ongoing partnerships, and actionable steps organizations, researchers, and assessment developers can take to move from intention to implementation.