A lot of large companies (and many smaller ones) have extensive screening processes they put job applicants through. They often include “personality” tests.
Personality tests are supposed to be a way for employers to objectively evaluate how a job candidate will fit their intended role or the company culture, reduce hiring biases and streamline decision-making. Unfortunately, they may also put neurodivergent job applicants – people with autism, ADHD, dyslexia and other cognitive differences – at a serious disadvantage.
What’s the big problem with personality tests?
Whether it’s the Myers-Briggs or Big Five assessment, personality tests are supposed to be accurate predictors of someone’s workplace behavior, including things like their ability to be “team players,” engage socially or adapt to changes.
The problem is that these tests often fail to account for the way that neurodivergent minds work. The tests have a sort of baked-in approach to what is seen as the correct way to approach social interactions and problem-solving, but neurodivergent people often see situations very differently than neurotypical people.
In short, personality tests can discriminate because neurodivergent people end up scoring lower on tests for extroversion or agreeableness. That’s not because they’re inherently unsocial or disagreeable, but because they express themselves differently than neurotypicals.
For example, someone who is autistic may score lower on sociability because they value meaningful conversations over small talk, while someone with ADHD may score lower on consistency – even though they excel in creativity and adaptability. The rigidity of the personality tests with their forced-choice answers doesn’t account for the gray areas in which neurodivergent people live.
If you’re neurodivergent and you’ve faced discrimination in hiring, job assignments or promotions because of the way you score on a personality test, it may be wise to seek legal guidance.