Why Hiring Neurodivergent People Might Be More Beneficial To Companies

Alexandra Adamache

March 2nd, 2021

Professor Susan M. Rivera

Developmental Disorders, PSC 148

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Critique of Popular Press Article

This article examines typical hiring practices and prompts employers to change the way they

are perceiving potential candidates who display socially unconventional traits during the interview

process. These traits could range from minor instances such as unintelligible handwriting to obvious

ones such as pacing around a room (Wishart-Smith, 2021). The article utilizes the information from a

scientific study which emphasizes the rising rates of students with ASD entering the STEM field

(Wei et al., 2013). The study measures the enrollment rate of students in a postsecondary institution,

their choice of major, and whether or not it is considered STEM. It does not go into specific detail

about academic success in those majors. Regardless, the increasing amount of students with ASD

entering these highly competitive fields shows that developmental disorders are not as much of an

impediment as most people assume. In fact, it may even be more beneficial to employers to hire

someone who displays neurodivergence depending on the position and its requirements since the

differences associated with their disability offer ingenuity and a diverse thinking (Wishart-Smith,

2021). Overall, the popular press article implements the main important aspects of the scientific

study in its claims such as the disparity between enrollment rate of students with ASD and STEM

participation rates. Hiring neurodivergent individuals might be a better bet for companies since more

eccentric folks in the workplace can spark beneficial change and a new perspective.

The popular press article uses very little information from the scientific study in its claims

and findings. It identifies the data which states that students with ASD tend to lean towards majors in

the STEM field. This is because STEM fields and majors require more “systemizing” than

empathizing (Wei et al., 2013) something individuals with ASD have problems with throughout their

lives. The popular press article frames developmental and learning disorders in an uplifting way and

highlights the positives of people with ADHD and dyslexia. It states that people with these learning

disabilities had to figure out different problem solving techniques significantly earlier than the

general population because of their obstacles in learning (Wishart-Smith, 2021). Despite the fact that

only a small portion of the scientific study is used, it is tied back to the topic at hand in a way that

includes not just people with ASD, but also people with other developmental disorders that may not

be represented by this particular scientific study. Nothing that could have been utilized was left out of
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the article, seeing as the study was only focused on enrollment rates of people with ASD. If the study

had mentioned academic success or other positive outcomes, it could have been used to form an even

stronger argument. The direct quotes from the study show that the article is accurate in its references

and does not present any false information. Conclusively, the article utilized as much as it could from

the study to support its argument that people with developmental disorders would be a step in the

right direction for companies who wish to be innovative.

Discussion of Impact

The fact that the article essentially pointed at hiring managers and made them question their

hiring tactics is what makes this article so impactful. It makes the audience— especially those in

fields that require briefing and interviewing candidates— almost uncomfortable in a way. If a

candidate is qualified for their position and it is known that they are neurodivergent, their demeanor

during the interview process should be negligible. Based on personal experience, a lot of hiring

companies and managers use first impressions in an interview to determine if the candidate is a good

fit for their company. What the article is trying to say is that maybe that first impression could be

given a little more benefit of the doubt, especially when it comes to a neurodivergent candidate.

Some members of the public might brush this article off saying that their company does not have the

resources to accommodate individuals who may need that extra accommodation. To clarify, there is a

very fine line between discrimination and accommodation, and employers who do not wish to be

accommodating will exploit that. Exploiting that could be by using generic phrases that may not have

anything to do with the job position in order to dismiss those who do not fit the criteria (Wishart-

Smith, 2021).

Generally speaking, since the current generation is more inclusive and understanding, it is in

good faith that most people who read this article will have a more open perspective and will most

likely take the views of this article into consideration. More knowledge about Autism Spectrum

Disorder and other developmental disabilities are bringing to light information that enables social

movement for neurodivergent folks. Autism Spectrum Disorder was and still is very understudied

and stigmatized. With press articles such as these, perhaps a different approach will be taken with

hiring and more neurodivergent folks will be recognized for their strengths, not their weaknesses.
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References

Wei, X., Yu, J. W., Shattuck, P., Mccracken, M., & Blackorby, J. (2012). Science, Technology,

Engineering, and Mathematics (STEM) Participation Among College Students with an

Autism Spectrum Disorder. Journal of Autism and Developmental Disorders, 43(7),

1539-1546. https://doi.org/10.1007/s10803-012-1700-z

Wishart-Smith, H. (2021, January 26). Superpowers Wanted: Inclusive Hiring Practices And

People Who Learn Differently. https://www.forbes.com/sites/heatherwishartsmith/

2021/01/26/superpowers-wanted-inclusive-hiring-practices-and-people-who-learn-

differently/