Framing autism in the hiring process: How diagnostic disclosure shapes first impressions

Abstract

Job applicants who disclose an autism spectrum disorder (ASD) diagnosis are expected to face different treatment in the hiring process than those who exhibit ASD symptoms without disclosing a diagnosis. Although autism diagnoses are becoming increasingly common, workplace inclusion remains limited. This paper reviews the current literature on the topic through the lens of impression formation theory. It also explores the decision to disclose a diagnosis in different contexts, and how masking behaviour in individuals with ASD can hinder their well-being. Research has shown that employers may favour neurotypical candidates over neurodivergent ones, despite the latter's valuable skills and qualities. This paper suggests that further research is required to investigate the role of language in hiring decisions. Additionally, it calls for more research on company policies and the Employment Equity Act. As companies and employers aim to diversify their workforce, a better understanding of how language influences candidate evaluations is crucial for reducing bias and promoting fair employment opportunities for individuals with autism.