Conscientiousness assessments for people with attention-deficit/hyperactivity disorder: Measurement properties and potential issues.

Organizations increasingly recognize the importance of including neurodivergent people (e.g., those with attention-deficit/hyperactivity disorder [ADHD], autism, dyslexia) in the workforce. However, research suggests that some selection tools (e.g., measures of conscientiousness) show lower means for those with ADHD, which may carry implications for personnel selection. The three studies reported here address three questions: (1) What is the magnitude of ADHD-based differences in conscientiousness, and are these differences driven by facets with high or low job relevance? (2) Could reframing conscientiousness items within work contexts attenuate group mean differences in conscientiousness? And (3) do work-specific and general conscientiousness measures have different measurement properties for respondents with ADHD? Study 1 surveyed 291 undergraduates, finding those with ADHD scored significantly lower on global conscientiousness and its facets. Study 2 (a mixed-design experiment) had 317 employees complete a work-specific and a decontextualized set of conscientiousness items. Using work-specific conscientiousness items reduced differences in conscientiousness by ADHD status. Study 3 (a between-subjects design,