At Zircon we continually review best assessment practice to ensure effective selection or development procedures for employers. Particularly relevant these days is how to ensure processes are clear, transparent and fair in respect of those with Dyslexia as highlighted by recent high profile cases (Bid v KPMG: Disability Discrimination Act , 2009) and (Patterson v Commissioner of the Police, 2007). In the first case a candidate with dyslexia claims that she was disadvantaged because of her disability and that a multiple choice questionnaire is not reflective of the requirements in the role of a GP. In the second case an internal promotion candidate successfully claimed that he should have been allowed more time to complete assessment tasks as a reasonable adjustment.
