5 Key Ways Psychological Testing Advances Inclusion

5 Key Ways Psychological Testing Advances Inclusion 

1. Unmasking Unconscious Bias in Hiring 

Traditional hiring often suffers from unconscious biases related to gender, ethnicity, age and even personality types. Psychological assessments, when administered correctly, can provide objective data on a candidate’s cognitive abilities, personality traits and aptitudes, reducing reliance on subjective impressions.  

2. Identifying Diverse Strengths 

Inclusion isn’t just about avoiding discrimination; it’s about actively seeking out and valuing different perspectives and strengths. Psychological tests can reveal a spectrum of talents that might not be apparent in a resume or a standard interview.  

3. Tailoring Development for Individual Needs 

Once an individual is part of the organisation, psychological testing can be valuable for personal development. By identifying learning styles, preferred communication methods and areas for growth, companies can tailor mentoring opportunities to suit the individual's needs.  

4. Facilitating Effective Team Building and Collaboration 

Inclusive teams are not just about having diverse individuals; they’re about ensuring those individuals can effectively collaborate and leverage their differences. Psychological testing of team members can highlight communication styles, potential areas of conflict and complementary strengths.  

5. Creating a Culture of Self-Awareness 

When employees understand their own preferences, strengths and areas for development, they can better navigate their interactions with others. This increased self-awareness lays the groundwork for an inclusive team environment where everyone has the opportunity to contribute their unique talents.