What is McQuaig's Accessibility Philosophy?

McQuaig’s Accessibility Philosophy

Last updated: June 2025

Updated By: Nigel Evans, C.Psychol

At McQuaig, we believe that assessments should be inclusive, equitable, and accessible to all individuals, regardless of ability. Accessibility means designing experiences that remove unnecessary barriers and support diverse needs — whether related to vision, mobility, processing speed, neurocognitive, or other differences.

This commitment goes beyond legal compliance. It’s rooted in our belief that everyone deserves a fair opportunity to demonstrate their strengths — and that great talent decisions are made when people are better understood.

How we support accessibility in our platform

We’ve taken several steps to ensure that our assessments — including the Mental Agility Test (MAT) and Word Survey — can be used with confidence across diverse populations.

Key features include:

• Compatibility with screen readers
• Full keyboard-only navigation
• Support for scalable text and high-contrast visuals
• Availability of both digital and paper-based formats
• Clear instructions written in simple, accessible language
• No use of audio, video, or multimedia content

We’ve also introduced tools to help customers support individual needs (such as the option to extend time limits on the MAT). For customers administering accommodations, we provide practical documentation on best practices, including guidance for interpreting assessment results fairly when accommodations are in place.

To validate our approach, McQuaig has commissioned an internal accessibility audit aligned with WCAG 2.1 Level AA standards, and we continue to enhance our platform based on evolving best practices.

Local responsibility for accommodation

While McQuaig designs accessible tools, the responsibility for managing accommodations rests with the organization administering the assessment. This allows for alignment with internal policies and ensures compliance with local laws.

Depending on your location, relevant legal requirements may include:

• European Accessibility Act (EAA) — applicable to digital services provided within the EU as of June 2025
• Americans with Disabilities Act (ADA) and EEOC Guidelines — governing fair employment practices in the United States
• Accessible Canada Act — applicable to federally regulated employers and service providers in Canada
• UK Equality Act 2010 — requires employers and service providers to make reasonable adjustments to prevent disadvantage for individuals with disabilities
• Disability discrimination and workplace equality laws — across Australia, New Zealand, and other APAC regions

We encourage all customers to review the relevant legislation in their jurisdiction and ensure that accommodations are provided in accordance with both legal obligations and best practice.

What can you do as a test administrator?

As the organization administering McQuaig assessments, you play a key role in creating an accessible and equitable testing experience. Here are some steps we recommend:

Before the Assessment

• Inform test takers that accommodations are available if needed.
• Encourage self-disclosure by using neutral, supportive language (e.g., “If you require any adjustments to complete the assessment comfortably, please let us know.”)
• Ensure clear instructions are shared — including time limits, one-attempt rules, and fair use expectations (e.g., no calculators, AI tools, and similar).
• Provide paper-based formats upon request if digital versions are not suitable.

During the Assessment (if in-person or supervised)

• Offer a quiet, distraction-free space if possible.
• Confirm timing expectations before the test begins.
• Avoid providing interpretation or coaching — let the assessment reflect the candidate’s own work.

After the Assessment

• Interpret results fairly if accommodations (e.g., extended time) were used. Don’t compare directly to standard norms.
• Contextualize the McQuaig tool results as one data source alongside interviews, resumes, and other assessment methods.
• Keep records of any accommodations provided in accordance with your internal privacy and documentation policies.

Reference to testing guidelines and standards

McQuaig’s approach to accessibility and accommodations is informed by recognized guidelines in the field of psychological assessment and employment testing. In particular, our approach aligns with the intent and principles outlined in:

• ITC Guidelines on Test Use, ITC & ATP Guidelines for Technology Based Assessment
  (International Test Commission, Association of Test Publishers)
• EFPA Test Review Model
  (European Federation of Psychologists’ Associations)
• The Standards for Educational and Psychological Testing
  (American Educational Research Association, American Psychological Association, National Council on Measurement in Education)
• Principles for the Validation and Use of Personnel Selection Procedures
  (Society for Industrial and Organizational Psychology – SIOP)
• The Uniform Guidelines on Employee Selection Procedures
  (U.S. Equal Employment Opportunity Commission)

These guidelines and standards emphasize fairness, accessibility, and the minimization of irrelevant score variance.

While McQuaig does not provide medical or legal advice, we encourage our customers to manage accommodation requests in accordance with applicable local laws and to use assessments as one part of a holistic, equitable decision-making process.