Managing neurodivergent employees into inclusive workplaces: opening up new perspectives
细分领域
Submissions that provide a better empirical understanding of how neurodivergent people experience the job recruitment process, the workplace, and the daily working life, thus addressing questions such as: How do neurodivergent people experience a job recruitment process? What difficulties and barriers might they face during a job interview? How do they manage their daily working life? How do they live/perceive socializing events such as team building or corporate parties? How does neurodiversity intersect with gender, race, and other sources of oppression at work? How do neurodivergent and LGBTQ+ people experience the workplace?
Submissions that provide a better empirical understanding of how HR professionals, including line managers, can manage the recruitment process and the daily life of neurodivergent people, thus addressing questions such as: How can HR professionals manage a job interview with neurodivergent candidates? What are the main barriers and facilitators to fair work for the neurodivergent workforce? These are the questions that, once answered, could significantly impact HR practices. Which neurodiversity-focused HRM practices prove to be more effective? How could social organizations/associations best support staff with HR responsibilities in developing neurodiversity-focused HRM practices?
Submissions that provide a better empirical understanding of how an organizational culture could better meet the needs of neurodivergent employees, thus addressing questions such as: Which changes in the work environment (such as sensory issues) could benefit the neurodivergent employees? What are the employees’ perceptions about them? How can smart working benefit neurodivergent individuals (work for goals, flexible hours, time management)? How could it benefit people with ADHD in managing their tendency to procrastinate and cope with their unstable productivity?
