There has been increased attention on the workplace issues faced by neurodiverse employees – for example, those with ADHD or autism. Although research has investigated neurodiversity in the workplace, much less research has focused on experiences before employment, such as during the selection stage. New research (Silver et al., 2024) examines how people with ADHD score on conscientiousness tests and how certain test adaptations can close score gaps between those with ADHD and those without ADHD. Considering conscientiousness is often used to predict job performance, this research is both timely and crucial.
ADHD AND CONSCIENTIOUSNESS MEASURES
The researchers conducted three studies: one with undergraduate students and two with an online sample of employed adults. In the first study, students with ADHD scored significantly lower than their peers on measures of general conscientiousness.
In Studies 2 and 3, the researchers tested how simply adding the words “at work” to the conscientiousness questions (e.g., “I am tidy at work” versus “I am tidy”) could help improve the scores of participants with ADHD. Their authors’ reasoning was that while people with ADHD face challenges related to focus and attention in general, they may manage these symptoms at work to meet performance expectations. Indeed, although people with ADHD still scored lower than participants without ADHD, the gap narrowed when the “at work” tag was included. These results were largely replicated in Study 3, which more closely mimicked a high-stakes selection context.
Notably, the researchers also found that score differences may stem from how people with ADHD interpret item wording, rather than there being inherent differences in conscientiousness. They urge future research on this finding.
PRACTICAL IMPLICATIONS
Organizations should consider using the “at work” context when designing conscientiousness assessments for selection. This can help reduce score differences between people with ADHD and people without ADHD, likely without reducing the test’s ability to accurately predict job performance.
In addition, people with ADHD scored their best on the achievement-striving and dutifulness sub-facets of conscientiousness, both of which have good ability to predict future on-the-job performance. Using these sub-facets can help retain more employees with ADHD. Lastly, the researchers emphasize that support for employees with ADHD should continue well beyond the selection process.
Silver, E. R., Hebl, M., & Oswald, F. L. (2024). Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues. Journal of Applied Psychology. Advance online publication.
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