Diverse workplaces can come with a range of benefits, such as increased creativity and innovation. Many organizations recognize these potential benefits but are unaware of how to recruit and hire a diverse workforce. Further, organizations may not realize that when they are evaluating job candidates, candidates are evaluating them to see if they live up to their stated ideals. In this light, new research (Miller & Doyle, 2025) studied how neurodivergent candidates perceived and interpreted actions made by organizations during recruitment, especially surrounding commitments to diversity.
THE RESEARCH STUDY
The researchers conducted semi-structured interviews with twelve participants, all of whom identified as neurodivergent. Participants identified as a range of neurotypes, including having ADHD, dyslexia, dyscalculia, dyspraxia, and autism. Furthermore, the participants came from a range of career fields, including marketing, consulting, accounting, HR, finance, IT, and project management. Throughout the interviews, the researchers focused on the diversity-climate signals the candidates perceived during their selection process, whether the signals were interpreted as inclusive or exclusive, and how those signals affected the participants’ attraction toward the organization.
The researchers found candidates focused on the accessibility of the selection process. This includes how well the organization appeared to understand neurodiversity, how well they reacted to the candidate disclosing their neurodiversity, how the recruiter and employer behaved during the process, and the organization’s general approach to DEI efforts.
PRACTICAL APPLICATIONS
Properly signaling diversity-focused climates can be integral to attracting and developing a diverse workforce. Organizations who want to increase their attractiveness to neurodivergent candidates should do the following:
- Make the recruitment process clear and easily understandable; ensure that job postings use clear language and send interview questions in advance.
- Ensure reasonable accommodations are made during the recruitment process, and that candidates understand how to request accommodations.
- Educate hiring managers and recruiters on the complexity and benefits of neurodivergence in the workplace.
- Openly and accurately convey DEI initiatives within the organization, including how the organization is actively evaluating and updating their metrics.
Miller, H., & Doyle, N. (2025). Signalling a diversity climate: Neurodivergent experiences and perceptions during selection and assessment. Journal of Occupational and Organizational Psychology, 98, c70040.
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