Content area
Abstract
Today, diversity and inclusion management in the workplace is essential to ensuring a business's competitiveness and effectiveness. In fact, it is crucial for any organization, whether by gender, ethnicity, or experience, to have a diverse workforce because it brings fresh perspectives and ideas. However, when attempting to incorporate strategies that promote diversity and inclusion, many organizations mistakenly focus solely on traditionally marginalized populations defined by gender, race, sexual orientation, or physical disability. Moreover, while many organizations have made significant efforts to promote diversity, equity, and inclusion, neurodiversity programs still lag behind those that address race, gender, and sexuality. This dissertation examines the integration of neurodiversity in workplace diversity and inclusion programs. This study aims to bridge this gap by identifying and assessing the efficacy of management strategies Supporting the Inclusion of Neurodivergent Individuals that foster inclusivity for neurodiverse employees, thereby enhancing organizational effectiveness. This study employs a systematic review approach, focusing on scholarly papers and published research to gather insights from HR professionals, neurodiverse employees, and organizational leaders. The expected contribution of this research is twofold: first, it will offer practical, evidence-based strategies for businesses to integrate neurodiverse employees, enriching their workforce diversity effectively. Second, it will enhance the theoretical understanding of diversity and inclusion in business administration, particularly regarding the untapped potential of neurodiverse individuals. Finally, this study will provide valuable recommendations for business leaders, contributing to more inclusive and effective organizational practices and ultimately advancing the field of business administration by highlighting the importance of neurodiversity in workplace diversity and inclusion strategies.
