Personality and workplace assessments are often used in interviews and performance discussions to spot potential and support development for neurodivergent talent.
But behaviours that differ from expected norms, like limited eye contact, fidgeting, or delayed responses, can be misinterpreted and unintentionally influence hiring, promotion, and development decisions.
This guide provides simple checkpoints for assessors, talent professionals, and leaders to help ensure assessment conversations are fair and stay focused on capability and contribution.