Equity at Work: Understanding the Experiences of Employees and Job Seekers Who Are Neurodivergent
type: CreativeWork
description: Background: Despite workplace inclusion initiatives, neurodivergent individuals remain underrepresented and underserved across recruitment, hiring, retention, and advancement. Adults with conditions such as Autism Spectrum Disorder (ASD), Attention-Deficit/Hyperactivity Disorder (ADHD), and Obsessive-Compulsive Disorder (OCD) face unemployment rates up to eight times higher than neurotypical peers. This disparity persists because inclusion policies often overlook their distinct needs and lived experiences. Systemic barriers—including inaccessible hiring practices, inadequate accommodations, limited employer awareness, and persistent stigma—further compound inequities, particularly through communication challenges and insufficient workplace structures. Purpose: The goals of this study were (a) to identify the extent to which barriers are an issue to employment during the application process for individuals who are neurodivergent, (b) to examine what barriers are an issue during the employment interview process for individuals who are neurodivergent, and (c) to examine what barriers and workplace conditions impact employment and retention for individuals who are neurodivergent. Methods: This study employed a mixed-methods research design to investigate the three central research questions, offering a comprehensive analysis of the employment experiences of individuals who are neurodivergent. Data was collected via the Qualtrics Experience Management Survey platform that was conducted through targeted outreach on Facebook, LinkedIn, and Instagram specifically within advocacy groups and communities oriented toward individuals who are neurodivergent. The survey targeted adults age 18 and older who self-identify as neurodivergent and who are either currently employed or actively seeking employment within the United States. To ensure a nuanced understanding of the sample, the survey collected demographic information, including age, gender identity, race/ethnicity, neurodive…
abstract: Background: Despite workplace inclusion initiatives, neurodivergent individuals remain underrepresented and underserved across recruitment, hiring, retention, and advancement. Adults with conditions such as Autism Spectrum Disorder (ASD), Attention-Deficit/Hyperactivity Disorder (ADHD), and Obsessive-Compulsive Disorder (OCD) face unemployment rates up to eight times higher than neurotypical peers. This disparity persists because inclusion policies often overlook their distinct needs and lived experiences. Systemic barriers—including inaccessible hiring practices, inadequate accommodations, limited employer awareness, and persistent stigma—further compound inequities, particularly through communication challenges and insufficient workplace structures. Purpose: The goals of this study were (a) to identify the extent to which barriers are an issue to employment during the application process for individuals who are neurodivergent, (b) to examine what barriers are an issue during the employment interview process for individuals who are neurodivergent, and (c) to examine what barriers and workplace conditions impact employment and retention for individuals who are neurodivergent. Methods: This study employed a mixed-methods research design to investigate the three central research questions, offering a comprehensive analysis of the employment experiences of individuals who are neurodivergent. Data was collected via the Qualtrics Experience Management Survey platform that was conducted through targeted outreach on Facebook, LinkedIn, and Instagram specifically within advocacy groups and communities oriented toward individuals who are neurodivergent. The survey targeted adults age 18 and older who self-identify as neurodivergent and who are either currently employed or actively seeking employment within the United States. To ensure a nuanced understanding of the sample, the survey collected demographic information, including age, gender identity, race/ethnicity, neurodive…
author: McCann, Shawn P. 1971-
language: English
keywords: Professional Development, Workplace Inclusion, Neurodivergence, Employment Barriers
date published: 2025-12
date modified: 2026-07-24T02:31:52Z
provider: University of Houston
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: University of Houston

PropertyValue
property ID: Handle
value: https://hdl.handle.net/10657/20852