Support for people with a disability
We use ability testing to shortlist our applicants for interview. This is intended to discriminate between people - i.e. to show up differences where these are real. What they should not do is discriminate unfairly. The test provider has extensively baselined the tests we use to ensure that through the use of additional time, people with disabilities such as ADHD, autism, dyslexia and dyscalculia are not disadvantaged.
Declaring a disability
We do not read application forms at Lancaster so any information you may put in statements in this form will not be seen by us.
If you have a disability and would like to explore reasonable adjustments to our process, you MUST contact us via dclinpsyadmissions@lancaster.ac.uk as soon as possible following submission of your application. Ensure you quote your Clearing House application ID, details of your disability and how this will impact on you taking an online test, and provide any diagnostic reports which detail a suggested reasonable adjustment if you have them.We will then consider what reasonable adjustments if any are needed. This information will be retained if you are invited to interview. If you have physical access needs for interview, you can contact us following invitation to interview and we can ensure these are supported.
About screening test adjustments
We follow the British Psychological Society guidance on psychological testing when making adjustments to our tests to ensure that our testing process does not unfairly discriminate. We may make a time adjustment of up to 20% following a declaration of a disability which would impact on the candidate's ability to perform in the tests.
Where an applicant requests additional time beyond this, we require the applicant to provide suitable recommendations from a Chartered Psychologist with expertise in this area who can advise on the type and degree of modification that might be needed. This is to ensure that no arbitrary decisions are implemented which would impact on the fairness of the shortlisting process for all applicants.
Where a disability impacts an applicant's ability to interact with the shortlisting tests via a computer, we will assess their requirements on a case-by-case basis in order to ensure that the approach taken is fair to all applicants.
Understanding reasonable adjustments
The shortlisting test and the activities undertaken at interview assesscompetency standards for the job role, reflecting the regulatory requirements of the HCPC and BPS, and the requirements of the QAA code. These standards have been formulated by the programme as experts in the delivery of education in clinical psychology.
While reasonable adjustments can be made to a competency standard, the university is not required by the Equality Act to do so. It is the responsibility of the institution to ensure that where adjustments are made, the assessment continues to effectively assess the competency standard for which it was designed. For example, it is not reasonable to provide so much extra time that we can no longer assess the ability to work under significant time pressure and the Equality Act does not require this to happen.
It is our role to assess and decide on what is a reasonable adjustment given our expertise in the delivery of the tests, the requirements of the role, and the need to ensure fairness to all candidates. Adjustments can also be ‘baked in’ to provisions, criteria, or practices resulting in no adjustments being required. It should be noted that adjustments which are advantageous to a disabled individual are not unfavourable simply because they could have been more advantageous. Reasonable adjustments are made within a framework which has a legitimate aim of being fair to all applicants.
Our shortlisting process is demonstrating improvements in achieving increased diversity within our cohorts and greater participation in training by applicants with disabilities. We recognise the need for ongoing review and development and this forms part of our selections and admissions process.