HR Div,
I would like to draw your attention to a recently published paper in Human Resource Management (HRM) on neurodivergent people and the role of flexible practices. A link to the press release is included below.
Shaun
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Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices
A recent study published in
Human Resource Management (HRM) examined how employment outcomes (employment status, employment uncertainty/precarity, underemployment, job tenure, and hourly wages) for neurodivergent people differed from those of neurotypical people, and how homeworking and flexible working practices mitigate the impact of neurodivergence on employment outcomes. Based on a large-scale nationally representative survey of over 25,000 individuals' employment experiences and outcomes in the United Kingdom, the study found that, compared to neurotypical people, neurodivergent people are twice as likely to be in precarious employment, more than ten times as likely to be in temporary employment, significantly more likely to experience underemployment, and have lower employment tenure. The study shows that the employment disadvantages experienced by neurodivergent people can be substantially mitigated by generalised and simple organisational policy interventions such as flexible and homeworking, suggesting that putting agency in the hands of neurodivergent employees can be a significant step towards enabling and celebrating neurodiversity at work.
To find out more:
Read the full article
here.
Read a Press Release about the article
here.
Watch the interview with the author
here.
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Shaun Pichler, Ph.D.
Co-Editor-in-Chief, HRM
Senior Editor, JOOP
Professor
Department of Management
California State University, Fullerton
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