INVISIBLE BARRIERS: NEURODIVERSITY AND THE UNSEEN GAPS IN INCLUSIVE HR PRACTICES

Abstract

Despite the growing interest in implementing diversity inclusion frameworks, there is little to no consideration of the situation with neurodivergent workers being included in traditional human resource (HR) policies. The article focuses on the issue of the so-called invisible barriers that individuals whose health condition is neurodiverse can face in recruitment, integration, and promotion to workplace positions, in spite of the presence of formal inclusion policies. Using prior literature in the fields of organizational behavior, disability, and inclusive management, the paper identifies the mismatch between policy and practice that is still very present. Critiquing some of its HR initiatives, the analysis finds that much focus in these initiatives considers visible aspects of diversity; little attention is paid to considerations of cognitive and neurological differences, which were shown in the analysis to perpetuate structural inequalities. Major problems identified are inaccessible hiring procedures, poor performance assessment models, access to accommodations and organizational cultures that underappreciate other cognitive strengths. The paper has also discussed how implicit biases and standardization of expectations at the workplace reinforce the possibility of the exclusionary behaviors, even at a workplace that claims to possess inclusivity. In the reply, the research suggests a redesign of HR models including an encompassing structure of universal design, case-by-case adjustments, and training to neutralize the stigma regarding neurodiversity. Opening the discussion on the importance of cultural change in addition to process change, the findings support the shift to a more inclusive strategy that allows firms to see neurodiverse employees as contributing to a unique pool of vision and innovations. Filling the invisible loopholes in HR frameworks, the organizations will help create the equitable workplace, where neurodivergent individuals will not feel discriminated but, rather, contribute to the organization survival and creativity.