In today’s dynamic work environment, diversity in the workplace is crucial for fostering innovation and creativity. However, many organizations struggle with how to effectively recruit and hire a diverse workforce. Moreover, they may not realize that their recruitment practices can impact how candidates perceive their commitment to diversity. A recent study conducted by Miller and Doyle in 2025 delved into the experiences of neurodivergent candidates during the recruitment process and how they interpreted organizational actions related to diversity.
The researchers conducted interviews with twelve neurodivergent individuals, including those with ADHD, dyslexia, dyscalculia, dyspraxia, and autism, representing various career fields such as marketing, consulting, accounting, HR, finance, IT, and project management. The focus of the interviews was on the signals of diversity climate that candidates perceived during the selection process, whether these signals were inclusive or exclusive, and how they influenced the candidates’ attraction to the organization.
The study revealed that candidates paid close attention to the accessibility of the selection process. This included how well the organization demonstrated an understanding of neurodiversity, how they responded to candidates disclosing their neurodivergence, the behavior of recruiters and employers throughout the process, and the organization’s overall approach to diversity, equity, and inclusion (DEI) efforts.
To attract and retain neurodivergent talent, organizations should take proactive steps to create a welcoming environment during the recruitment process. Some practical recommendations include:
– Ensuring clarity and transparency in the recruitment process, using clear language in job advertisements, and sharing interview questions in advance.
– Providing reasonable accommodations during the recruitment process and informing candidates about how to request accommodations.
– Educating hiring managers and recruiters about the nuances and advantages of neurodiversity in the workplace.
– Communicating openly and accurately about DEI initiatives within the organization, including ongoing evaluation and updates to metrics.
By implementing these strategies, organizations can signal a commitment to diversity and create an inclusive environment that attracts a diverse range of candidates, including those who are neurodivergent.
Reference:
Miller, H., and Doyle, N. (2025). Signaling a diversity climate: neurodivergent experiences and perceptions during selection and assessment. Journal for Industrial and Organizational Psychology, 98(c70040).
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