Although the attention for neurodiversity in human resource management (HRM) is growing, neurodivergent individuals are still primarily supported from a deficit-oriented paradigm, which points towards individuals' deviation from neurotypical norms. Following the HRM process model, our study explored to what extent a strengths-based HRM approach to the identification, use, and development of strengths of neurodivergent groups is intended, implemented, and perceived in organizations. Thirty participants were interviewed, including HRM professionals (n=15), supervisors of neurodivergent employees (n=4), and neurodivergent employees (n=11). Our findings show that there is significant potential in embracing the strengths-based approach to promote neurodiversity-inclusion, for instance with the use of job crafting practices or (awareness) training to promote strengths use. Still, the acknowledgement of neurodivergent individuals' strengths in the workplace depends on the integration of the strengths-based approach into a supportive framework of HR practices related to strengths identification, use, and development. Here, particular attention should be dedicated to strengths development for neurodivergent employees (e.g., optimally balancing strengths use). By adopting the strengths-based HRM approach to neurodiversity as a means of challenging the ableist norms of organizations, we add to the HRM literature by contributing to the discussion on how both research and organizations can optimally support an increasingly diverse workforce by focusing on individual strengths
The neurodiversity movement advocates seeing autism as a variation on cognitive information processing rather than a disorder. Healing practices related to homosexuality and other forms of sexual identity (trans, bi, etc.) will become punishable. Will trying to cure a neurodiverse person from autism become punishable too? In terms of accepting the sometimes amazing talents that neurodiverse people may exhibit, there’s still a long way to go, to let them develop their uniqueness from an early age.
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Applied psychology in education can stand for social connection, for a world that is getting richer, in which more colours are accepted. Also, a world in which neurodiversity plays a key role. A world in which educational programs start from an in-depth understanding of target groups, guaranteeing that users are involved as co-designers in the development of new methods that restore and support inclusiveness.
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A research theme examining diversity and inclusion in video games, using an intersectional perspective and typically addressing issues related to the representation of gender, race, and LGBTQ+ people, but also touching broader topics such as class, age, geographic privilege, physical and neurodiversity, the (unevenly distributed) impacts of the climate crisis, and other aspects of identity.
