Fitting in or standing out: How neurodivergence, gender, and diversity policies shape hiring decisions

This study examines how neurodivergence, gender, and diversity policies influence workplace evaluations, focusing on interpersonal hostility and perceived job suitability in the US hospitality industry. Study 1 utilized a sample of 626 participants in a 3 (neurodivergence: neurotypical, neurodivergent disclosed, neurodivergent nondisclosed) × 2 (diversity policy: generic, disability-specific) experimental design and found that neurodivergent candidates experienced higher interpersonal hostility and lower job suitability ratings compared to neurotypical candidates. Disclosure of neurodivergence and disability-specific diversity policies significantly reduced hostility and improved job suitability ratings. Study 2, with 594 participants, extended these findings by introducing gender (male, female, non-binary) in a 3 × 3 × 2 design. Results indicated significant three-way interactions, with female and non-binary neurodivergent candidates under disability-specific policies experiencing the greatest reductions in hostility and the highest job suitability ratings. The findings advance theoretical frameworks on social roles and status hierarchies while providing actionable insights for inclusive organizational practices.