Diversity, Equity, and Inclusion Commons^™

Embracing Neurodiversity In The Workplace: Strategies For Human Resource Management To Foster Inclusion And Enhance Employee Well-Being, Sameer Ahmed

Online Journal for Workforce Education and Development

Abstract

Objective: This literature review examines strategies for fostering the inclusion of neurodivergent individuals in the workplace with a focus on the role of Human Resource Management (HRM). Background: Neurodiversity refers to variations in neurological functioning and includes conditions such as autism, ADHD, dyslexia, dyspraxia, dyscalculia and others. Recognizing neurodiversity as a valuable form of human diversity can enhance workplace innovation and performance. Method: A comprehensive review of the recent literature on neurodiversity in the workplace was conducted by employing qualitative analysis techniques, including thematic coding, comparative analysis, and critical reflection. Results: Key findings encompass the …

Neurodiversity Works--Literally: A Scoping Review Of Neurodivergence In The Workplace, Daisy V. Dimatos

Binghamton University Undergraduate Journal

In recent years, the importance of utilizing inclusive practices in the workplace has become much more widely-known, especially in regards to supporting neurodivergent employees. The systemic barriers and challenges faced by neurodivergent job-seekers and employees mean this population is often limited in their employment prospects, in turn depriving human resources professionals and their organizations of the chance to hire and benefit from diverse talent. As neurodivergent individuals exist within the workforce and general public, it is critical that organizations properly accommodate their needs in order to ensure optimal inclusivity, business efficiency, and productivity. This scoping review of the literature on …

Neurodivergent Employees: The Impact Of The Disclosure Decision And Subsequent Workplace Accommodations, Tamara Farquhar

Theses and Dissertations

A great deal of organizational investments have gone towards diversifying the labor force as of late. However, the same cannot be said for efforts made towards making newly acquired talent feel included. Neurodivergent individuals in particular have not been sufficiently welcomed in organizations, partially explaining their reluctance to disclose their identity along with feeling excluded. Despite researchers framing the characteristics displayed by neurodiverse talent as natural variations found at the tail ends of the bell curve, many people are incapable of viewing them as such. Discrimination and stereotyping have thus resulted, further dampening neurodivergent employees’ work experiences. These two factors …