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This interdisciplinary work explores creating more inclusive workplaces around neurodiversity. It focuses on how organizations can promote true inclusion for neurominorities, a large segment of the emerging workforce while underlining the difficulties as well as the strength-based characteristics faced by this population.
Beyond social, learning or communication challenges, neurominorities are often highly intelligent, honest, authentic, hyper-focused, innovative, skilled in various forms of perception, reliable, and resilient. Discovering ways for true inclusion can add value to organizations, helping all employees to learn and develop as colleagues while also helping neurominorities fulfill the goals of achieving dignity, respect, independence, and flourishing through work.
This volume connects neurodiversity to disability in the workplace and examines the factors that contribute to the successful employment and integration of neurodiverse workers, including the transition from school to the labor market. It also highlights barriers and challenges faced by neurominorities.
This book will appeal to scholars across business and the social sciences looking to better understand how neurodiversity should be addressed in organizational contexts. The multidisciplinary approach will accelerate management research and practices by providing insights already captured across a wide variety of disciplines, rather than prompting management researchers to build upon what currently exists solely in the management literature
Table des matières
Chapter 1: Neurodiversity and Work: An introduction.- Part 1: Neurodiversity - Foundations and links to Diversity, Equity and Inclusion.- Chapter 2: Defining Neurodiversity and Identifying Neurominorities.- Chapter 3: Strengths-Based Models and Neurodiversity.- Chapter 4: Gender and Autism.- Chapter 5: The BRIDGE Framework: How Stigma Research Informs Everyday Practices Towards Neurodiversity and Neuroinclusion in the Workplace.- Chapter 6: Because It's the Right Thing to Do: Autism in the Workplace as an Ethical Imperative.- Part 2: Neurominorities in the neurotypical workplace.- Chapter 7: Motivations to Hire Neurodiverse Workers.- Chapter 8: Autism in the Workplace: The Role of Disclosure in Recruitment.- Chapter 9: Workplace Accommodations and Neurodiversity.- Chapter 10: How a DEI Climate can Enable Allies and Support People who are Neurodivergent.- Chapter 11: Enabling Neurodiversity in Organisations: Leveraging the HRM and Digital Technology Nexus.-Part 3: Career choice, transitions from school to work, and support organizations.- Chapter 12: ADHD and Career Success: Barriers, Facilitators, and Future Research Directions.- Chapter 7: Motivations to Hire Neurodiverse Workers.- Chapter 8: Autism in the Workplace: The Role of Disclosure in Recruitment.- Chapter 9: Workplace Accommodations and Neurodiversity.- Chapter 10: How a DEI Climate can Enable Allies and Support People who are Neurodivergent.- Chapter 11: Enabling Neurodiversity in Organisations: Leveraging the HRM and Digital Technology Nexus.- Part 3: Career choice, transitions from school to work, and support organizations.- Chapter 12: ADHD and Career Success: Barriers, Facilitators, and Future Research Directions.- Chapter 13: Neurodiversity and Entrepreneurship.- Chapter 14: High School and Vocational Programs and Autism.- Chapter 15: Neurodivergent College Students from an Inclusive Campus to the Workplace.- Chapter 16: Networks of Support: Past, current, and future directions for community organizations supporting neuro inclusion in the workplace.- Chapter 17: Neurodiversity and Work: Concluding Thoughts.
A propos de l'auteur
Eric Patton is Professor of Management at Saint Joseph's University, USA and Director of the HR & People Management undergraduate program. His research focuses on mental health in the workplace, absence from work, and gender issues in management.
Alecia M. Santuzzi is Professor in the Social-Industrial/Organizational Psychology Program and Director of Research Methodology Services at Northern Illinois University, USA. Her most recent work considers social and individual factors that contribute to a worker's decision to disclose a disability, and the costs and benefits of those decisions.
