University HRM 1 Report: Analyzing Neurodiversity in the Workplace

This report delves into the concept of neurodiversity within the context of Human Resource Management (HRM). It defines neurodiversity as the range of differences in human brain function and behavior, emphasizing that individuals think differently. The report explores both the advantages and disadvantages of neurodiversity in the workplace, highlighting the increased commitment among employers and the legal obligations to protect the rights of a neurodiverse workforce. It emphasizes the creativity, innovation, and strategic analysis that neurodivergent employees bring to the workplace, and the need for organizations to develop practical skills to meet company goals. The report also outlines policies for addressing a neurodiverse workforce, including providing equality, identifying necessary adjustments, and addressing issues quickly. References to various academic sources support the arguments made throughout the report.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Neurodiversity
Neurodiversity in the workplace describes the ways the human brain works. The term
neurodiversity is the range of differences that differs from each individual based on functions
of mind, and their behavioral traits (Morris 2015). It observes that people in an organization
think differently for the same thing. The workforce has different interests and different
motivation level.
This neurodiversity has both pros and cons in an organization. Neurodivergence in the
workplace have no barriers to misperceptions. By neurodiverse workforce, the commitment
among employers will increase (Loiacono 2018). Neurodivergence benefits the organization
and staffs working in it. It enables the organization with legal obligations to value and protect
the right of the workforce (Patton 2019). It will positively eradicate disadvantages in the
workplace environment.
The neurodivergent employees possess creativity and innovation in the workplace and
strategic analysis for effective decision making process. The development of practical skills
is required by the organization to meet the goals and objective of the company (Trivedi
2018). Neurodiversity has unique strengths to pursue any challenges that can impact
organizational performance (Krzeminska 2019). They may help to address successful careers
for recruiting proficient employees, who are different but work collaborately with the team. It
will retain the employees and train them for effective workforce management (Walkowiak
2018)
The policies developed for addressing the neurodiverse workforce are -
 Provide equality in the workplace.
 Identify the adjustments needed in the organization (Bernick 2018).
 Meet the requirements of the company

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 Enables the company to flourish individuals in the workplace (Elliott 2018).
 To address the issues effectively and quickly before any arousal of the significant
problems (Austin 2017).
 It provides learning, sociability, mental functioning, attention, and many more
(Fieldhouse 2017).
References
Austin, R.D. and Pisano, G.P., 2017. Neurodiversity as a competitive advantage. Harvard
Business Review, 95(3), pp.96-103.
Bernick, M. and Holden, R., 2018. The Autism Job Club: The Neurodiverse Workforce in
the New Normal of Employment. Simon and Schuster.
Elliott, N., 2018. Neurodiversity: The Next Frontier in Social Justice. Diverse Issues in
Higher Education, 35(10), pp.32-32.
Fieldhouse, M., 2017. Implementing a Neurodiversity program.
Krzeminska, A., Austin, R.D., Bruyère, S.M. and Hedley, D., 2019. The advantages and
challenges of neurodiversity employment in organizations. Journal of Management &
Organization, 25(4), pp.453-463.
Loiacono, E.T. and Ren, H., 2018. Building a Neurodiverse High-tech Workforce. MIS
Quarterly Executive, 17(4).
Morris, M.R., Begel, A. and Wiedermann, B., 2015, October. Understanding the
challenges faced by neurodiverse software engineering employees: Towards a more
inclusive and productive technical workforce. In Proceedings of the 17th International
ACM SIGACCESS Conference on Computers & Accessibility (pp. 173-184). ACM.

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Patton, E., 2019. Autism, attributions and accommodations: Overcoming barriers and
integrating a neurodiverse workforce. Personnel Review, 48(4), pp.915-934.
Trivedi, V. and Trivedi, V., 2018. Neurodiversity Management: A Step Towards
Inclusivity. IUP Law Review, 8(3).
Walkowiak, E., 2018. Neurodiversity of the Workforce and Digital Transformation:
Complementarity or Substitution?. Available at SSRN 3336056.