Plum helps purpose-driven leaders future-proof their businesses by quantifying human potential. Plum’s Talent Resilience Platform enables companies to design an unbiased and transparent talent strategy at scale. To quantify human potential and deliver these outcomes, Plum requires candidates and employees to complete the Plum Discovery Survey, a psychometric assessment that assesses cognitive ability and personality preferences.
At Plum, accessibility is extremely important. Plum’s cofounder, Neil MacGregor, worked for years supporting students with learning disabilities to develop compensatory strategies for their success. As the former VP for Learner Development with an industry-leading assistive technology company, he trained hundreds of individuals to use technology to overcome their limitations and succeed academically. As Plum’s Director of Product, Neil continues to leverage the same high level of care and due diligence for accessibility to the research and development of the Plum Discovery Survey.
Plum is fully committed to taking the necessary steps to ensure our products and services meet accessibility regulations in spirit and follow best practices. Plum is constantly striving to improve processes to make the Discovery Survey experience as inclusive as possible. Plum’s stance is that that individuals with disabilities should be treated fairly, ethically, with dignity, and respect. As such, an Accessibility Policy has been carefully crafted to equip clients with a toolkit to bolster their own internal accommodation processes. The aim of this document is to describe Plum’s posture on accommodations and provide accommodation best practices specifically for the Plum Discovery Survey. Plum partner companies can contact Plum's Customer Support team at firstname.lastname@example.org to obtain a copy of the Plum Discovery Survey Accessibility Policy.
Our guiding principles:
1. An individual with a disability must feel heard and recognized and must not be negatively impacted by the accommodation proposal. The accommodation process must be human, empathetic, and the individual requesting accommodation must feel valued, equal, and respected.
2. An individual has the right not to disclose their disability. Confidentiality of information related to the accommodation request must be maintained to protect the privacy of the requester. Their private information can only be disclosed with their consent.
3. The effort needed from an individual to be informed about or to request an accommodation process should be minimal. It should be clear that accommodations are available, and it should be straightforward for an individual to request an accommodation.
4. Accommodation requests must be treated on an individualized basis. The aim of accommodation is to remove barriers and ensure equality. There are several disabilities for which an individual may require an accommodation, and therefore, requests must be treated on a case-by-case basis. The accommodation must address an individual’s unique situation and needs.
5. The individual requesting the accommodation is the real expert. Providing an accommodation to an individual with a disability should never be prescriptive or directive. Candidates and employees requiring an accommodation must be provided with as much information as possible to enable them to make the best decision on the accommodation to suit their needs. The choice of an accommodation is theirs and should never be imposed.
6. There is always room for improvement. It is acknowledged that the Plum Discovery Survey is not completely free from barriers for people with disabilities. Regular review of accommodation processes and the Plum product take place to ensure the Plum experience is as inclusive as possible and provides equal access where limitations currently exist.