Interview questions in advance (and a public adjustments policy)

Controlled 2-phase experimental study (42 participants, 21 autistic). With standard questions, employers rated autistic candidates' answers significantly lower than non-autistic peers (M=3.41 vs 3.91); when questions were adapted (broken into parts, explicit prompts, printed question sheets visible throughout, structured guidance) the autistic/non-autistic gap narrowed substantially. Crucially the authors explicitly did NOT isolate 'questions sent in advance' (said it would reduce experimental control) and the outcome was employer ratings in a simulated interview, not real hiring or career outcomes.

Systematic review of 10 studies (1 RCT, 3 cohort, 4 cross-sectional, 2 qualitative) found workplace accommodations correlate with better job stability, satisfaction and productivity, but the synthesis covers IN-EMPLOYMENT supports, not interview-stage accommodations such as advance questions or published policies. Mostly observational, small samples, self-report, no causal inference; effects vary with supervisory relationship and organizational culture.

Experimental study showing that voluntary disclosure of an autism diagnosis improved raters' evaluations of interview performance — supports the adjacent claim that transparency/inclusive signalling in hiring can reduce the autistic disadvantage, but tests disclosure, not sending questions in advance or publishing an accommodation policy.