Our commitment to fairness

We are committed to bias-free assessment to help improve diversity & inclusion for all.

Accurate and reliable recommendations

In any area of society and business inclusion is not only a moral imperative, but also monitored by law. Especially when providing a service that seeks to make accurate and reliable recommendations on personal ability, it becomes a priority to ensure that all assessments are fair for all.

This is a short summary of the Cognisess inclusion policies regarding gender fluidity, learning difficulties / disabilities, and general accessibility measures both within the company and on the platform itself. Cognisess are committed to reliable and effective assessments that are able to capture the essence of any persons overall ability. We are therefore fully committed to ensuring that our assessments and measures are as inclusive as possible.

One of the core beliefs at the centre of the Cognisess work ethic is that human capital can be democratised, with subjective factors and discriminatory factors not having any weighting on the hire choice. It is therefore especially important that all of the assessments and other measures taken will not be biased by these factors.

It is important to clarify that while Cognisess collect individual background data on sign up, (although not mandatory) this data remains simply as part of their user profile for employers to view. Any bio-information collected is never included in any analysis or representation of ability and Cognisess provide absolutely no method for clients to select and hire applicants on the basis of this kind of personal information.

Inclusion & Disability

The law surrounding the area of inclusion is very clear; all must be done to ensure that everyone is able to reach their fullest capability. Cognisess wholeheartedly supports this approach. The Equality Act of 2010 ensures that anyone with a long term mental or physical impairment must be treated fairly, with any necessary adjustments to the work model or workplace being made for them in order to work effectively.

As such, the Cognisess games and assessments are tested and constantly optimised for accessibility, and will, where appropriate, have alternative options, where otherwise the presence of a disability would make them more difficult or impossible to complete.

By doing this, Cognisess ensures that everybody has the same fair access to our measurements. Given the nature of the platform as a service delivered via browser / screen, we are limited by technology to a certain extent regarding accessibility measures, but are always striving to use the full potential of technology available.

Some of the examples of changes that will be included in order to ensure that disability plays no part in the hiring process are listed below:

  • Appropriate choice of colour - In order to ensure that there will be no visually confusing stimuli for those who suffer from colour blindness or other visual impairments, the colours of assessments are checked for every version to ensure that the colour schemes work well for everyone. All assessments are tested for compatibility with protanomaly, deuteranomaly, and tritanomaly. Future work will include testing for protanopia, deuteranopia, and tritanopia.
     
  • Time Limits - The need for longer focus times is not measured by most of the Cognisess assessments, however for someone with ADHD remaining focused for any extended period of time can be extremely difficult and tiring. As such, we remind both candidates and employees that there is no required need for them to complete the assessments in a single sitting.
     
  • Approved Fonts - For those with Dyslexia reading text on screens can be difficult. Most Cognisess assessments are non-reliant on text. However, the text that is being used is presented in fonts that are easy to read for most people, even with mild to moderate dyslexia. We are continuously improving our assessments and are reviewing the fonts used.  

Gender Identity

Another important area for Cognisess users is gender identity and inclusion. The Equality Act 2010 ensures that there can be no discrimination against those who do not identify as male or female, as well as ensuring that there is appropriate representation for these groups. To this end there are a number of inclusion criteria that are included in the initial sign up phase of the Cognisess platform. Some examples include:

  • Inclusive Pronouns - When a user creates their profile, they can select from a list of possible titles; including Mr, Mrs, Ms, Dr, Miss and Mx thus allowing for their preferred pronoun/title.
     
  • Non-Exclusive Language - Throughout the platform, every effort is made to refer to groups of people as “people” or “persons” rather than “men” and “women”. When a hypothetical individual is mentioned, the pronouns used are not gender specific, with “they” being used instead of “he” or “she”.

Future Directions
Our approach is designed to create the fairest possible environment for the Cognisess assessments to be completed. We are aware, however, that there are always improvements to be made and we continue to develop our platform to be as inclusive as possible. Areas of current focus include ensuring that colour schemata are optimised even for more severe cases of colour vision and general visual impairments.