Neurodiversity at Hogrefe

The term has its origins in the autism advocacy movement, which emphasizes that neurological diversity is a normal and healthy aspect of the human species (Singer, 1999). Neurodiversity is primarily associated with many neurodivergent conditions, such as attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder (ASD), dyslexia, dyspraxia, and dyscalculia (Goldberg, 2023). Neurodiversity as a concept challenges traditional deficit-based models that pathologize weaknesses and focus on developmental “deficits.” It does this by emphasizing the lifelong, positive aspects of cognitive differences, such as creativity, problem solving, or specialized skills that may be found in individuals with conditions like ASD or ADHD.

However, societal structures – including within educational and occupational settings – often fail to accommodate these cognitive differences effectively. In the UK, for example, only 29% of autistic individuals are employed full-time, highlighting substantial barriers to workforce inclusion, where neurodivergent individuals in general face heightened risks of long-term unemployment (National Autistic Society, 2016). There is also a noted gap in education systems, where neurodivergent students are more likely to struggle with various aspects of learning. National and regional strategies aim to tackle discrepancies; however, a lack of resources is often cited as a major barrier to making schools more neuroinclusive.

Acknowledging neurodiversity as a general trait of individuals, separated from specific diagnoses, facilitates an understanding of an individual strengths and challenges, and allows an individual’s needs to be defined and built on their strengths. This concept of an individual approach to neurodivergent conditions is challenged by the categorical distinctions of disorders (A) provided by diagnostic systems and the heterogeneity of neurodivergent conditions (B) which is not being accounted for by simple diagnoses. These complexities underscore the importance of individual differences in recognizing and providing for individual needs, and for conceptualizing research to further understand neurodivergent conditions.

Neurodiversity is important because, despite the challenges that neurodivergent individuals face in society, they can and do make meaningful contributions when their strengths are being recognized and supported. Supporting neurodiversity in an organization offers significant potential for the development of diverse cognitive styles, creative thinking, adaptability, and innovation. For example, in our Personality Insight Survey we found that neurodivergent individuals are more open to experiences, ideas, and aesthetics compared with neurotypical individuals. Cognitive diversity has been demonstrated to enhance teamwork performance. And time and again, neurodivergent employees have shown they may be capable of achieving outcomes far exceeding expectations, with the appropriate support, environment, or tools, and businesses may possess a “talent advantage” through the targeted recruitment of neurodivergent applicants (Austin & Pisano, 2017; Comaford, 2017)

We Support Neurodiversity With Scientifically Sound Assessments … 

Psychological assessments are a powerful tool for evaluating job candidates, and offering insights that go beyond traditional hiring methods. They help identify a candidate's strengths, such as problem solving, intelligence, and leadership potential, which may not be evident from interviews or resumes. Psychological assessments also provide valuable information about a candidate's beliefs, attitudes, and motivations, helping employers to understand what drives them and how well they align with organizational values. Assessments can help match candidates’ strengths and personality traits with the requirements of a role, ensuring a better person–job fit. 

Furthermore, they can highlight to the employer where there may be specific strengths which can enhance job performance, thereby providing more of an emphasis on job–person fit. Importantly, these tools offer predictive insights into future job performance, helping employers to make data-driven decisions and to identify potential challenges that candidates may face in the workplace. Recognizing these challenges early allows employers to provide targeted support or training, reducing the risk of performance issues. Hogrefe's extensive product portfolio offers a wide range of tools that are highly relevant for different selection processes and requirements, providing valuable insights that traditional hiring methods may overlook. For an overview go to our website to find information in our Hogrefe Consulting brochure. 

By identifying strengths, uncovering motivations, and looking at candidates’ profiles in relation to job requirements, the variety of tools and high-quality consulting services provided by Hogrefe through its consulting division, Hogrefe Consulting, enhances hiring fairness and effectiveness, ultimately contributing to both individual and organizational success.

While understanding neurodiversity has brought much-needed attention to the strengths and unique contributions of individuals with neurodivergent conditions, it is essential to consider the broader implications of this concept, especially when publishing and interpreting psychological assessments.

As psychological test publishers, we recognize the importance of promoting neurodiversity while addressing these challenges. By carefully considering them, we aim to develop tools and assessments that support inclusivity, foster mutual understanding, and provide actionable insights for individuals, educators, and employers alike.

One potential risk is in inadvertently downplaying the needs of individuals with severe symptoms or high support requirements (Green, 2023). By emphasizing strengths, there may be a diminished focus on the genuine difficulties some individuals face, particularly those with significant communication barriers or daily functional challenges. This could result in individuals with severe symptoms or high support requirements feeling that their challenges are invalidated, which may lead to a reduction in recognition of their needs. To overcome this potential challenge, we are not only committed to advancing neuroinclusion by ensuring test fairness in assessments independent of diagnosis, but also focus on the ongoing development and improvement of psychological assessment tools that accurately identify the severity of symptoms and effectively diagnose difficulties and disabilities at early stages.

As a forward-thinking publisher of psychological assessments, we recognize the critical importance of addressing neurodiversity in the development, standardization, and interpretation of testing procedures. 

By adopting an inclusive and scientifically sound approach, we ensure that our tests meet the needs of diverse populations while fostering diagnostic precision and practical relevance.

• To develop tests that are suitable for neurodivergent individuals, we place strong emphasis on obtaining both qualitative and quantitative feedback from this population. Direct engagement with neurodivergent individuals ensures that developed items reflect their experiences, abilities, and challenges. This iterative process enhances content validity and inclusivity, minimizing bias that might otherwise undermine the accuracy and validity of the results.
• Our commitment to inclusivity extends to the standardization phase, where we ensure that neurodivergent individuals are adequately represented in the normative sample. By doing so, we provide normative benchmarks that account for a broader range of cognitive and behavioral profiles, facilitating fair and meaningful comparisons across individuals. 
• We aim to support and promote differential diagnoses, particularly in clinical contexts. Our tools are designed not only to support accurate identification of neurodivergent conditions but also to differentiate between overlapping clinical presentations. This approach supports tailored interventions and personalized pathways for support and treatment.

Our strategy aligns with contemporary advancements in understanding neurodiversity and related disorders. Moving beyond categorical diagnoses and considering the high comorbidity of neurodivergent conditions, we integrate frameworks that promote dimensional, profile-based approaches and additionally provide tools for differential diagnoses. For example, our new Diagnostic Interview for Personality Pathology in ICD, 11th revision (ICD-11; WHO, 2019; DIPP-11; Bach & Sellbom, in preparation) is a semi structured clinical interview for personality disorders based on the ICD-11 that allows rating personality traits and disorders on a continuous spectrum. Furthermore, our instruments, such as the Intelligence and Development Scales – 2 (IDS2; Grob & Hagmann-von Arx, 2018) facilitate the creation of comprehensive cognitive and behavioral profiles, in addition to the assessment of strict diagnostic values. These profiles not only address diagnostic needs but also provide actionable insights for further assessment and intervention. With the ATENTO (SánchezSánchez & Solar, 2024), we offer a modern assessment for diagnosing ADHD, while providing a comprehensive profile of executive and attentional functioning and indicating risks for ASD related traits.

We maintain an ongoing dialogue with practitioners and actively gather practical needs from the field. By systematically implementing this feedback, we ensure that our products remain relevant, user-centered, and adaptable to real-world applications. This collaborative exchange guarantees that our assessments meet the demands of diverse professional contexts.

As part of our ongoing research commitment, we explore innovative item and test formats to better serve neurodivergent individuals. This includes: 

• State of the art test development: We question traditional item formats and research new methods to increase reliability and validity making careful consideration of the neurodivergent population. 
• AI-based test systems: We invest in research and development of AI-enhanced tools to advance assessment precision and personalization.
• Flexible and modular test systems: We design flexible testing frameworks that can be tailored to address specific questions, ensuring maximum relevance for diverse assessment purposes. 
• While we embrace innovation, we continue to uphold classical psychometric quality criteria (e.g., reliability, validity) to ensure that conclusions drawn from our tests remain robust, consistent, and scientifically sound.

At Hogrefe, we are dedicated to advancing neuroinclusion through innovative psychological assessments that recognize and celebrate the strengths of neurodivergent individuals. Our approach moves beyond traditional deficit-focused models, embracing the complexity and individuality of neurodivergent conditions. 

By incorporating neurodiverse perspectives into test development and aligning with cutting-edge research, we ensure that our tools are fair, inclusive, and scientifically robust. Our goal is to empower individuals, educators, and organizations to understand and support neurodiverse strengths, fostering personal growth, workplace success, and societal inclusion. Through ongoing collaboration, research and innovation, we strive to contribute to the scientific literature and understanding of neurodiversity in psychological assessments.

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