May Cynthia P, Whelpley Christopher E, Moyer Levi, Feingold Lillian M
College of Charleston, 66 George St, Charleston, USA.
Virginia Commonwealth University, Richmond, USA.
J Autism Dev Disord. 2025 Feb 18. doi: 10.1007/s10803-025-06751-w.
Even when perceived as highly qualified, job candidates with autism spectrum disorder (ASD) are less likely to be hired after a job interview than their neurotypical (NT) counterparts. However, when NT individuals receive training about neurodiversity and are aware of an ASD diagnosis, preliminary evidence suggests hiring outcomes for candidates with ASD are significantly more positive, at least when training occurs immediately before evaluation. This study examined whether the benefits of neurodiversity training coupled with diagnostic disclosure extend to the general population and persist over time. Participants included undergraduate students and individuals from the general U.S. population recruited through Prolific. They completed neurodiversity training either two weeks or two months before reviewing taped interviews of job candidates with and without ASD. They rated candidates on several social dimensions (e.g., trustworthiness, likeability, awkwardness) and indicated how likely they were to hire each candidate. Although candidates with ASD were rated less favorably on some social characteristics (e.g., awkwardness, similarity) relative to NT candidates, they were rated similarly on other dimensions (e.g., trustworthiness), and at both delays were just as likely to be hired as NT candidates. These findings suggest that evaluators who engage in neurodiversity training and receive diagnostic information about ASD candidates are favorably inclined to hire ASD candidates, and this positive disposition towards ASD candidates persists for several months after neurodiversity training.
即使被认为资质很高，但患有自闭症谱系障碍（ASD）的求职者在面试后被录用的可能性也低于神经正常（NT）的同行。然而，当神经正常的人接受关于神经多样性的培训并知晓ASD诊断时，初步证据表明，ASD求职者的录用结果明显更积极，至少在评估前立即进行培训的情况下如此。本研究调查了神经多样性培训与诊断信息披露相结合的好处是否适用于普通人群并能长期持续。参与者包括本科生和通过Prolific招募的美国普通人群。他们在观看有或没有ASD的求职者的录像面试前两周或两个月完成了神经多样性培训。他们在几个社会维度（如可信度、亲和力、尴尬程度）上对求职者进行评分，并表明他们雇佣每个求职者的可能性。尽管相对于神经正常的求职者，患有ASD的求职者在一些社会特征（如尴尬程度、相似度）上的评分较低，但在其他维度（如可信度）上的评分相似，而且在两个时间间隔下，他们被录用的可能性与神经正常的求职者相同。这些发现表明，接受神经多样性培训并收到有关ASD求职者诊断信息的评估者倾向于雇佣ASD求职者，而且这种对ASD求职者的积极倾向在神经多样性培训后的几个月里持续存在。
