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Cited by 222Disability Education and EmploymentEmployer Branding and e-HRMAutism Spectrum Disorder Research

The advantages and challenges of neurodiversity employment in organizations

Open access
Krzeminska, Anna, Austin, Robert D., Bruyère, Susanne M., Hedley, Darren·2019·Journal of Management & Organization
DOI 10.1017/jmo.2019.58
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Abstract

The last decade has seen a remarkable opening of new job opportunities for people who are neurodiversea subset of the general population that historically has experienced un-and underemployment rates as high as 85-90% (Roux et al., 2015;Taylor & Seltzer, 2011).Neurodiversity takes neurological developments traditionally regarded as atypical or even as diagnosable disorders, such as autism or dyslexia, and conceptualizes them as normal human variation (Jaarsma & Welin, 2012).Proponents of this perspective suggest that many neurodiverse people possess useful talents and are capable of functioning productively in organizations, but are barred from work opportunities because they are, as exemplars of human variation, 'at the edges of the bell curve' (Robison, 2013).The problem, according to this view, is not with neurodiverse people, but with hiring processes that define talent too narrowly, and especially with reliance on job interviews, which are biased against people with atypical manners of interaction.This view accords with early criticisms of employment perspectives viewing diversity as 'the problem' rather than the problem as inappropriate management of diversity (see Härtel & Fujimoto, 2000).Despite slow uptake of this alternative inclusive view of diversity, its validity is being established with prominent companies, such as SAP, Microsoft, DXC Technology, EY, JP Morgan Chase, and Ford, implementing since 2013 employment initiatives that de-emphasize interviews in favor of new inclusive recruiting approaches that have led to celebrated successes in hiring neurodiverse people.In this special issue, we examine some of the primary benefits that firms have realized as well as the challenges they encountered along the way, underscoring the urgent need for researchers and practitioners alike to identify how employment practices can be transformed to be inclusive for all individuals (cf.Härtel & Ashkanasy, 2011).In this special issue and our introduction to it, we look at the benefits of these new initiatives to the individual, as well as their societal and potential firm or business benefits.From the perspective of individuals, work is an integral part of life, providing individuals both economic security and the context in which they can contribute their talents and skills to society and thus anchor themselves in a social role (Saleh & Bruyere, 2018).Research shows that having a job is an important determinant of self-esteem and provides a critical link between an individual and society (Doyle, Kavanagh, Metcalfe, & Lavin, 2005).The World Health Organization (WHO) affirms this idea, proclaiming that 'although it is difficult to quantify the impact of work alone on personal identity, self-esteem and social recognition, most mental health professionals agree that the workplace environment can have a significant impact on an individual's mental well-being' (Harnois & Gabriel, 2000: 5).The WHO recognizes that employment provides time structure, social contact, collective effort and purpose, social identity, and regular activity, which are all essential factors in maintaining a healthy lifestyle.The intangible benefits of increased quality

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  • Increasingly employers are recognising the value of hiring neurodiverse teams and accommodating communication differences.

    “While narrowly prescribed ways of working are still common in many jobs, increasingly employers are recognising the value of hiring neurodiverse teams and accommodating communication differences (Krzeminska et al., 2019).”

    From Compassionate pedagogy for neurodiversity in higher education: A conceptual analysis (2023) · cites this paper as Krzeminska et al., 2019

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Authors
Krzeminska, A., Austin, R. D., Bruyère, S. M., & Hedley, D.
Affiliations
  • The University of Queensland (AU)
  • Western University (CA)
  • Cornell University (US)
  • La Trobe University (AU)
Corresponding author
Krzeminska, Anna
ORCID
Venue
Journal of Management & Organization
Publisher
Cambridge University Press (CUP)
Published
2019-07
Volume
25
Issue
04
Pages
453-463
ISSN
  • 1324-3209 (ISSN-L)
  • 1833-3672
  • 1839-3527
DOI
10.1017/jmo.2019.58
OpenAlex
W2915163444
Cited by
222
References
48
Citations by year
2026: 63 · 2025: 59 · 2024: 38 · 2023: 26 · 2022: 20 · 2021: 12 · 2020: 3 · 2019: 1
FWCI
15.74
Type
journal article
Language
en
Open access
Licence
www.cambridge.org/core/terms (unspecified, 67 d)
Locations
  • Journal of Management & Organization (publishedVersion)
  • RePEc: Research Papers in Economics (submittedVersion)
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
  • Life Sciences › Neuroscience › Cognitive Neuroscience › Autism Spectrum Disorder Research
Keywords
neurodiversity, inclusive hiring, job interviews, autism spectrum disorder, dyslexia, underemployment, talent management, diversity management, employee self-esteem, workplace inclusion, neurodiversity acceptance

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