The Robustness of Bias Against Social Behaviors Associated with Neurodivergence: A Durable Preference that Resists Intervention

Abstract: Charisma, or likeability, often exerts an inordinate effect on an employer’s perceptions of a candidate’s fit for a job, leading them to weigh it over actual skill competency. This presents a unique challenge for many neurodiverse individuals, especially those with Autism. Much has been said concerning the competent jerk, and the pros and cons of hiring someone talented but difficult to work with. However, what about candidates who are merely different and present social ability and behaviors atypical from the expected standard? Our research repeatedly demonstrates the existence of a robust bias, that is difficult to interrupt, against atypical social ability, despite ratings of job-related skill competencies being unaffected. These candidates receive significantly lower overall ratings and are less often forwarded along for further consideration in the hiring process. However, our research has identified a potential intervention to buffer this likeability bias by utilizing the sequence of information presentation.

Keywords: stereotyping & bias, neurodiversity, hiring, vignette-based survey