Signalling a diversity climate: Neurodivergent experiences and perceptions during selection and assessment
研究神经多样性求职者在选拔评估中的经历如何影响他们对组织多样性氛围和吸引力的感知，发现过程可及性、雇主互动和DEI承诺是关键信号，但有限的工作机会常迫使他们忽视负面信号。
Abstract To date, research on neurodivergent experiences of selection and assessment (S&A) has been limited, focusing on barriers and employer perspectives, rather than the perceptions and experiences of neurodivergent individuals. Drawing on signalling theory and the diversity climate literature, this research seeks to explore how neurodivergent individuals' experiences during S&A shape their perceptions of an organization's diversity climate and organizational attractiveness. Semi‐structured interviews and reflexive thematic analysis were used to elicit a range of signals perceived by applicants with different neurodivergent neurotypes during S&A to form diversity climate perceptions. These included process accessibility, employer representative interactions, particularly when disclosing their neurodivergence, and an organization's commitment to Diversity, Equity and Inclusion (DEI). However, limited perceived job opportunities often compel them to pursue positions despite negative inclusivity signals. This suggests that prioritizing an inclusive organizational climate becomes a privilege afforded to those with more employment options, highlighting the systemic exclusion that still faces neurodivergent candidates in organisations today.