Signalling a diversity climate: Neurodivergent experiences and perceptions during selection and assessment

Abstract To date, research on neurodivergent experiences of selection and assessment (S&A) has been limited, focusing on barriers and employer perspectives, rather than the perceptions and experiences of neurodivergent individuals. Drawing on signalling theory and the diversity climate literature, this research seeks to explore how neurodivergent individuals' experiences during S&A shape their perceptions of an organization's diversity climate and organizational attractiveness. Semi‐structured interviews and reflexive thematic analysis were used to elicit a range of signals perceived by applicants with different neurodivergent neurotypes during S&A to form diversity climate perceptions. These included process accessibility, employer representative interactions, particularly when disclosing their neurodivergence, and an organization's commitment to Diversity, Equity and Inclusion (DEI). However, limited perceived job opportunities often compel them to pursue positions despite negative inclusivity signals. This suggests that prioritizing an inclusive organizational climate becomes a privilege afforded to those with more employment options, highlighting the systemic exclusion that still faces neurodivergent candidates in organisations today.