Narrow competencies as a basis for preferential hiring

Abstract This article defends a new type of preferential hiring. Rather than compensating groups for past or present employment-related discrimination, it seeks to ensure that groups with disproportionate unemployment rates that are due significantly – but not necessarily wholly – to their members having relatively narrow competencies, such as autistic individuals and people with hearing loss, ADHD and lower education levels, are prioritized for jobs that match their abilities. After defending such competency-based preferential hiring based on its benefits for persons with narrower competencies and for societies more broadly, I address several criticisms, including concerns that this approach may be stigmatizing.