Screening Out Neurodiversity.

This article discusses how personality tests used by employers during hiring may unfairly screen out autistic job seekers. The authors argue these tests take advantage of autism characteristics in ways that aren't fair, contributing to very high unemployment rates among autistic adults. They suggest new rules are needed to protect autistic people from this type of discrimination in the job application process.

This ethics journal article examines how pre-employment personality screening tests may create barriers for autistic job seekers, potentially contributing to high unemployment rates in this population. The authors argue that these tests disproportionately harm neurodivergent individuals by exploiting features of autism in unfair ways. While acknowledging employers' perceived right to use personality assessments for hiring decisions, the paper suggests these practices may constitute wrongful discrimination against a vulnerable group. The authors propose regulatory solutions to address what they view as systemic barriers that exacerbate employment challenges for autistic adults.

Raises important considerations for employment support services working with autistic adults. May inform advocacy efforts and policy discussions around fair hiring practices. Could guide development of alternative assessment methods that don't disadvantage neurodivergent job seekers.

This appears to be a theoretical ethics analysis rather than empirical research. No sample size, methodology, or data collection procedures are reported. The abstract does not specify what evidence supports the claims about disparate impacts or unfair targeting of autism features.

Autistic adults suffer from an alarmingly high and increasing unemployment rate. Many companies use pre-employment personality screening tests. These filters likely have disparate impacts on neurodivergent individuals, exacerbating this social problem. This situation gives rise to a bind.

On the one hand, the tests disproportionately harm a vulnerable group in society. On the other, employers think that personality test scores are predictors of job performance and have a right to use personality traits in their decisions. It is difficult to say whether these negative disparate impacts are a case of wrongful discrimination. Nevertheless, we will show that pre-employment personality tests prey on several features of autism in an unfair way, and for this reason, we suggest the contours of some regulation that we deem necessary.