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Automated decision-making systems carry a risk of algorithmic bias and inadvertent discrimination, but according to new research, switched-on employers can use those same systems to "strongly complement neurodiversity initiatives".

Authored by La Trobe University researcher Emmanuelle Walkowiak, the study, recently published in the Human Resource Management Journal, says the "rebalancing between human and artificial intelligence" represents a "critical juncture" for diversity and inclusion (D&I).

Given that 10–20% of the population has lifelong conditions included in the neurodioversity paradigm (including dyslexia, dyspraxia, dyscalculia, Attention Deficit Hyperactivity Disorder, and Autism Spectrum Disorder), and that digital transformation presents a risk of standardisation, "analysing neurodiversity initiatives and digital transformation together is crucial", Walkowiak says...