ADHD and Learning Disabilities: Implications for the Development of Positive Work Identity

McIntosh, Cheryl K.

doi:10.5465/ambpp.2012.17990abstract

Cited by 1 publication

(1 citation statement)

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“…Some individuals may be tasked with having to disclose their identity right away in order to seek accommodation during the selection process (e.g., interviews for individuals with ASD; Austin & Pisano, 2017;Hurley-Hanson & Giannantonio, 2017;Patton, 2019). For others, it may be imperative that they request and receive accommodations once employed (McIntosh, 2016). This contrasts with other concealable identities (e.g., sexual minorities), who can choose to conceal their identities until they have developed stronger ties within the organization.…”

Section: Workplace Disclosurementioning

confidence: 99%

Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity

LeFevre-Levy

Melson-Silimon²,

Harmata³

et al. 2023

Ind. Organ. Psychol.

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Estimates suggest as much as 17% of the US workforce may be neuroatypical, a term used to describe individuals whose neurological functioning is at the tail ends of the distribution of naturally occurring variation. Although the neuroatypical population has a history of under- and unemployment, their inclusion in the modern workplace (i.e., promotion of neurodiversity within organizations) is gaining recognition by scholars and organizations as an important dimension of organizational diversity. Despite this burgeoning interest in examining neuroatypicality in the context of organizational diversity, surprisingly little research has been conducted that bridges these two research areas. The literature that does exist is scattered across several different academic disciplines, largely outside of industrial-organizational psychology, and rarely examines the employment of neuroatypical workers explicitly from a diversity perspective. In this article we argue that as the nature of work evolves and jobs continue to become more specialized, neurodiversity will become an increasingly relevant dimension of organizational diversity and is likely to play a key role both in terms of individual employees’ well-being and performance outcomes, as well as organizational success.

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Section: Workplace Disclosurementioning

confidence: 99%