As the Eintech team prepare to submit their presentation ideas for this year’s eAssessment Association conference, what better time to look back on last year’s ground breaking panel “Breaking Barriers – Advancing Women’s Careers Through Inclusive Test Delivery”.
As the title suggests, the initial idea for this all-women panel came from the findings of reports around the barriers that women face both advancing, and re-entering the workforce following common life events. However, through exploring inclusive exam delivery the audience discovered making positive changes can impact a huge range of individuals and create a more level playing field for career advancement.
5 key takeaways:
Flexibility in assessment is a powerful equity tool: Remote and on-demand exams help people balance caregiving, health, and work. This particularly relates to women as statistics show 80% of caregivers are women. It can benefit many other groups at the same time.
Women often enter or re-enter professions later in life: Qualifications and assessments can support recognition of non-linear career paths and support confidence after periods of extended leave.
Inclusive design improves outcomes for everyone: Adjustments made when considering the needs of women also support candidates with other medical needs, supports life balance and neurodivergence, to name a few examples.
Physical test centre considerations can make a difference: Thoughtful accommodations, properly trained staff, private spaces, temperature control, and empathetic processes can significantly reduce cognitive load and anxiety, resulting in a better experience for your candidates, and a more true test of their abilities.
Awareness and safe conversations are essential: Many candidates don’t ask for help due to stigma. Normalising discussions around women’s health and additional needs is key to fair and accessible assessment.
Chaired by our own Anna-Kate Phelan, the early discussion focused on the importance of flexibility in assessment delivery, particularly remote and on-demand testing. Ami Copland, CEO of the Institute of Certified Bookkeepers demonstrated how their has helped thousands of people find work and set up as self-employed.
She explained that a significant number of ICB members are women who often enter the profession later in life and juggle significant caregiving responsibilities. Flexible exams allow candidates to choose when they sit assessments, reducing barriers and supporting inclusion across many groups, not just women.
The panel explored how caregiving, extended leave, and confidence gaps can impact women’s career progression. Danni Duric-Stock from Reed in Partnership highlighted that qualifications can be a powerful re-entry tool after periods of leave, but only if they are clearly relevant, flexible, and aligned with real workplace outcomes. Confidence, access to information, and supportive qualification design were emphasised as critical factors.
Attention then shifted to physical test centres. Joanne Herman from TeamCo discussed how exam environments can be adapted to better support candidates experiencing menstruation, perimenopause, menopause, pregnancy, breastfeeding, anxiety, or cognitive overload. She describes the benefit of people-driven processes, the importance of appropriately trained invigilators, breakout rooms, and practical adjustments that help reduce stress and support fair assessment.
In addition to these areas of focus the panel acknowledged that many people do not feel comfortable asking for accommodations due to stigma or lack of awareness. There was discussion of cultural differences, ongoing taboos, and the need to normalise conversations around women’s health and additional needs. The session concluded with a strong emphasis on inclusive design — that designing for women and marginalised groups ultimately improves assessment experiences for everyone.
