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Seeing past different signals in the job interview: information improves ratings of candidates on the autism spectrum

Debra R. Comer (Frank G Zarb School of Business, Hofstra University, Hempstead, New York, USA)
Janet A. Lenaghan (Frank G Zarb School of Business, Hofstra University, Hempstead, New York, USA)
Daphna Motro (Frank G Zarb School of Business, Hofstra University, Hempstead, New York, USA)

Equality, Diversity and Inclusion

ISSN: 2040-7149

Article publication date: 28 February 2023

Issue publication date: 22 August 2023

315

Abstract

Purpose

The authors used signaling theory to explain negative perceptions of individuals on the autism spectrum (IotAS) in the job interview and explored whether parasocial contact could improve perceptions.

Design/methodology/approach

Participants were randomly assigned across six experimental conditions. Some received information that IotAS' social and communication differences prevent them from attaining jobs they could perform (information), some received this information and watched a video showing IotAS working competently (parasocial contact) and others were exposed to neither information nor video (control). Participants then watched a mock interview of a job candidate presenting as an IotAS or neurotypical and gave their first impressions of him, perceptions of his job suitability and selection decision.

Findings

Participants had less favorable first impressions of the IotAS-presenting candidate and perceived him as having lower job suitability and were therefore less likely to select him. Parasocial contact had no effect. However, participants who had received information that IotAS' differences keep them from being hired for jobs they could do perceived the IotAS-presenting candidate as more suitable for the job and had greater intentions to interact with and select him.

Originality/value

The authors enhance understanding of autism in the workplace by explaining how IotAS' signaling behavior during a job interview impedes their selection. The authors also provide evidence that a brief message that IotAS' social and communication differences keep them from securing jobs they could perform can promote IotAS' selection by focusing decision-makers on their job-relevant qualifications.

Keywords

Acknowledgements

The authors gratefully acknowledge the Zarb School of Business, for supporting our project through a Summer Research Grant to the first author. The authors also thank Rebecca M. DeRespino, Catherine Fisher, Olivia L. Koenig, Jacob E. Malcom, Rudy G. Malcom and Eric Meirs, for their contributions to this project; and Mukta Kulkarni and our two anonymous reviewers, for their helpful feedback on a previous version of this paper.

Citation

Comer, D.R., Lenaghan, J.A. and Motro, D. (2023), "Seeing past different signals in the job interview: information improves ratings of candidates on the autism spectrum", Equality, Diversity and Inclusion, Vol. 42 No. 7, pp. 872-888. https://doi.org/10.1108/EDI-12-2022-0334

Publisher

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Emerald Publishing Limited

Copyright © 2023, Emerald Publishing Limited

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