CoChat
Sign Up
Cited by 3Disability Education and EmploymentDisability Rights and RepresentationGender Diversity and Inequality

HR-led co-design for neuroinclusion: a critical pragmatist and sociotechnical systems approach to transforming Neuronormative organisations

Open access
Özbilgin, Mustafa F., Erbil, Cihat, Tekeste, Milena, Gundogdu, Nur·2026·Human Resource Management Journal
DOI 10.1111/1748-8583.70018
Open this paper in CoChat — free account

Abstract

ABSTRACT Despite growing interest in neurodiversity in the workplace, most organisational responses remain fragmented, compliance‐driven, and disconnected from the lived realities of neurodivergent individuals. This paper addresses the limitations of current approaches by proposing a process model of HR‐led co‐design for neuroinclusion, grounded in a dual‐theoretical framework that combines critical pragmatism and sociotechnical systems (STS) theory. Drawing on an abductive synthesis of literature and practice‐based insights, we develop a process model that identifies four interrelated organisational challenges: ignorance and lack of buy‐in, legal ambiguity, disclosure dilemmas, and resistance to systemic change. The model offers a set of HR‐led co‐design interventions and outcomes that centre neurodivergent perspectives in redesigning policies, practices, and organisational systems. Critical pragmatism provides the ethical and epistemological foundation for participatory inquiry and institutional transformation, while STS supports the structural integration of inclusive practices. This paper contributes to HRM theory by repositioning HR as a catalyst for collaborative, recursive, and justice‐oriented organisational change. Implications for future research and practice include the need for participatory, cross‐contextual, and intersectional studies of neuroinclusion, as well as attention to the design and evaluation of HR systems that enable meaningful co‐production.

Integrity signals

Registry

Crossref · 10.1111/1748-8583.70018

Cites

94 of 94 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Claims the paper makes

We couldn’t retrieve this paper’s full text, so its claims and self-check weren’t run. The registry and citation checks still apply.

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • Individually negotiated adjustment approaches often operate within organisational conditions underpinned by neuro-normative expectations and work environments not always aligned with differences in how autistic people think, process information, or communicate.

    “they often operate within organisational conditions underpinned by neuro-normative expectations and work environments not always aligned with differences in how autistic people think, process information, or communicate (Erbil et al., 2024; Özbilgin et al., 2025)”

    From The system-level organisational design framework: a neuro-cognitive trait interaction approach to workplace inclusion for autistic people (2026) · cites this paper as Özbilgin et al., 2025

Cites

Flagged first, then by citations

Cited by

Sorted by citations

Authors
Özbilgin, M. F., Erbil, C., Tekeste, M., & Gundogdu, N.
Affiliations
  • Brunel University of London (GB)
  • Ankara Hacı Bayram Veli University (TR)
  • New York University Abu Dhabi (AE)
  • University of Birmingham Birmingham UK
Corresponding author
Özbilgin, Mustafa F.
ORCID
Venue
Human Resource Management Journal
Publisher
Wiley
Published
2025-10-01
Volume
36
Issue
2
Pages
192-204
ISSN
  • 0954-5395 (ISSN-L)
  • 1748-8583
DOI
10.1111/1748-8583.70018
OpenAlex
W4414701679
Cited by
3
References
94
Citations by year
2026: 3
FWCI
3.14
Type
journal article
Language
en
Open access
Licence
Locations
  • Human Resource Management Journal (publishedVersion, cc-by)
  • University of Birmingham Research Portal (University of Birmingham) (publishedVersion, cc-by)
  • Brunel University Research Archive (BURA) (Brunel University London) (submittedVersion, cc-by)
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Social Sciences › Safety Research › Disability Rights and Representation
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
Keywords
neuroinclusion, neurodiversity, neurodivergent employees, human resource management, co-design, critical pragmatism, socio-technical systems theory, organizational change, workplace inclusion, resistance to change, participatory inquiry, intersectionality

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review